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01-680ORIGI�� Council File # Q I - �d 0 Green Sheet # 106845 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented Referred To Committee Date S RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2001-2002 Agreement between the City of Saint Paul and the City of Saint Paul Classified Confidential Employees Association. Requested by Department of: Benanav Bostrom � � Coleman Harris Re ter f Adopted by Council: Date \� �� O Adoption Certified by Council Secretary � App � � - ' - � �� . �a �r ��., ii/�/! � ��i-" � � - '�� of Labor Relations Form Approved b ' Attomey � By: �(� . � Approved b�y M� for Submission to Council By: � /` �'Y'�.(� ��7 (%'✓l�'Z� DEPARTMENT/OFFICE/COUNCII.: DATE INTTIATED GREEN SHEET No.: 106845 O, _�, v LABOR RELATIONS June 18, 2001 CONTACI' PERSON & PHONE: q A'1'E mTr�unATE JiTLIE KRAUS 266-6513 ASSIGN I DEPART[v1EN'C DIIt 4 CIiY COUNCIL NNMggg 2 CI1'Y AITORNEY CITY CLERK NNST BE ON COUNCII. AGENDA BY (DATE) FOR BUDGbT DIlt � E7N. & MGT. SERVICE DIR. ROUTING 3 MAYOR (OR ASST.) � S V 1 ORDER _ TOTAL # OF SIGNATURE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE) acrlox xEQUFSrF:n: Approval of 2001-2002 Agreement between the City of Saint Paul and the Saint Paul Classified Confidential Emgloyees Association. RECOIvIIvIENDATTONS: Approve (A) or Reject (R) PERSONAI. SERVICE CONTRACl'S M[JST ANSWER 1'f� FOLLOWING QUESTIONS: _PLANNING COMIvIISS[ON _CIVIL SERVICE COMbIISSION 1. Has this person/firm ever worked under a contract for thu department? CiB COMbIITTEE Yu No STAF'F 2. Hu this person/fiIm ever been a city emptoyee? DISTRICT COi7ftT Yes No SUPPORTS WHICH COLINCIL OBJECTYVE? 3. Does this pecson/fism possess a skilt not normafly possessed by any cu�rent c�ty employee? Yes No Explain all yes answers on separate sheet and attach to green sheet INITIATING PROBLEM, ISSUE, OPPORTUNITY (Who, Whay When, Where, Why): g� }�BJ��,qC� �+ Current agreement expired December 31, 2000. �� ,� vU�� 2 L�� ADVANTAGESIFAPPROVED: ,� ' - i� An agreement in place through December 31, 2002. This agreement has been ratified by't�e �oi�=inamb�rs: - DLSADVANTAGES IF APPROVED: None. DISADVANTAGES IF NOT APPROVED� No agreement in place - labor unrest. TOTAL AMOUNT OF TRANSACTION: COSTBEVENUE BUDGETED: FONDING SOURCE: ACTIVITY NUMBER: FINANCIAL INFORMATION: (EXPLAIN) [�g2aiCh C@�I$8� l'; :: !t'. w� �� ,� r �T.� � „ .....nr . _ t .� \... 'i v. . '!w�^ �..0 . ' C��-��o ATTAC�IMENT TO THE GREEN SHEET SAINT PAUL CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION Below is a suminary of the changes in the Collective Bazgaining Agreement between the City of Saint Paul and the Saint Paul Classified Confidential Empioyees Association. Durafion: Januazyl, 2001 through December 31, 2002. Wa es: CZerical & Technical Titles - 2001: 2.75% 2002: 3.0% Professional Titles - 2001: 2.95% 2002: 3.2% 35% addition to the 15yr step effective 2002. Health Insurance: The insurance contribution increases follow the same patter as previously negotiated agreements with other bargaining units. Clerical & Technical Titles Singles O1 $229.84 Singles 02 $229.84 + first $40 increase + 50% of the increase if over $40 Family 01 $419.71 Family 02 $419.71 + 60% of the family increase up to $60. If the increase exceeds $100, the City will pay 40% of the excess. Professional Titles Singles O1 $295.00 * Singles 02 $295.00 * Family O1 $393.79 Family 02 $393.79 + 60% of the family increase up to $60. If the increase exceeds $100, the Ciry will pay 40% of the excess. * This will mean a reduction in the unused benefit dollar amount returned to employees at the end of the year and helps accomplish the City's goal of paying benefit dollars exclusively for benefits. Dollazs saved under this proposal were applied towazd salary dollars. Agreed to allow employees in Professional fitles who waive insurance coverage the access to optional coverages at the employees expense if qualified in the 12 months preceding the City's enrollment period. . -� • Deferred Comn: Effective 2002, eligible employees in Clerical & Technical titles with 10+ yeazs of service on 1/1/02 will receive a$50/year match on defened contribufions. Holidavs: Agreed to a change in the process for holiday eligibility detennivation. This change will make the adxninistration of holidays easier for Payroll staff. Effective 12/31/02 Floating Holidays will be moved into the vacation schedule and Floating Holidays will be eliminated. Miscellaneous: Employees wiil no longer be charged a fee for using the Flex Spending Accounts. Agreed to prohibit the addition of new dependents (beyond those of record at the rime of retirement) to the retiree's health insurance plan at City expense after retirement. For employees who aze hired/transferred to the City after 7/1/Ol, any time spent working for the School District will not count toward their length of service for either retiree insurance or severance pay. Combined Severance plans allowing Clerical & Technical employees to receive up to $10,000 after 20 yeazs of service (previously needed 25 yeazs). Grievances relating to terms and conditions of employment to be grieved only through the contract process. Grievances about issues which are not terms and conditions of employment (performance evaluations, classifications, evaluations) to be grieved in accardance with the Civil Service process. Agreed to increase the nuxnber of consecutive days needed to receive Out of Class pay from five consecutive days to 10 consecutive days. Other language changes are of a housekeeping nature for clarificafion and clean up. Costs• 2001 2002 Wages Health Ins. Deferred Comu. Total: $34,844 $ 3,280 $38,124 $39,114 $ actuals unknown at this time $ 400 $39,514 + insurance costs G �Shared�LRCOMMOMCONIRACI�CCEA�2001_2002�aaachgeenshcet wpd �,. : -.. � . ,. , ; _ _ o � i.�_ . ` _. ,. _ _ . _ .- - _ ; .. ._ . 2001.= 20fi2 - - _ : � . -� _" . � AGREE�MENT $�TWEEAT; � � . � � s, TH� CITY 4�' SAINT PAII� � ` _ -. � > �- . , � __� „ � - _- � _ � � . ; - _ �- � _ _ r:. - _ ° - ' C�T�' OF SAI�TT PAUL ;, w -. - � - � .. r � = � , �I;A�SI�'�ED CONFID�NTIAL EIY�P�:QT'�E� : ,, � , , . � , _ :.,_ _ , '° �SSOCIATION , : �. . - . _ INDEX (� �'�0�25 .RTICLE TITLE PAGE Preamble ............................................................. ii 1 Recognition ............................................................1 2 Check off ..............................................................2 3 Hoursof Work ..........................................................2 4 Work Breaks ...........................................................4 5 Holidays ...............................................................4 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage ............................................................8 8 Residency ..............................................................9 9 Vacation ............................................................. 9 10 Insurance .............................................................11 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 12 Employee Records ......................................................18 13 Bulletin Boazds ........................................................18 14 Wages ................................................................19 � 5 Maintenance of Standazds . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 6 Leavesof Absence ......................................................20 17 Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 18 Management Rights .....................................................22 19 Seniority ..............................................................22 20 Discipline .............................................................24 21 LegalServices .........................................................25 22 No Strike- No Lockout ..................................................25 23 Severance Pay .........................................................26 24 Nondiscrimination ......................................................28 25 Sick Leave Usage .......................................................28 26 Termsof Agreement ....................................................29 Appendix ............................................................ A1 � i PREAMBLE LJ Q ( �C9� This Agreement, 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 Association, has as its purpose the promotion of hazmonious relations between the EMPLOYER and the Association, the establishment of an equitabie and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. r1 LJ • ii ARTICLE 1 - RECOGNITION � � ' � �� 1.1 The EMPLOYER recognizes the Association as the sole and exclusive bargaining agent for the purpose � of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Bureau of Mediation Services, dated November 12, 1975, in Case No. 76-PR-658-A and October 14, 1977, in Case No. 77-PR-685-A, and set forth in Section 1.2 below. 1.2 The bargaining unit covered by this Agreement shall consist of the following: All classified confidential empioyees empioyed in: City Attorney's Office, Budget Office, Offices of the Mayor and Human Resources and the Division of Risk and Employee Benefit Management, in the classifications of: Clerical and Technical Group � i Accounting Technician II Benefits Specialist Clerical Trainee Clerk I Clerk II Clerk III Clerk IV Clerical Supervisor Clerk-Typist I Clerk-Typist II Clerk-Typist III Professional Group Budget Analyst Budget Assistant Chief Budget Analyst Claims Manager Employee Benefits Coordinator Human Resources Specialist I Human Resources Specialist II Human Resources Specialist III EDP Programmer EDP Programmer Trainee Human Resources Records Clerk Huxnan Resources Technician III Secretary Secretary (Stenographer) Service Worker II Reseazch Analyst I Risk Analyst Selection & Validation Specialist Senior Budget Analyst Training & Org. Development Specialist Workers Compensation Clauns Adm. � ARTICLE 1- RECOGNITION (Continued) 1.3 Any present or future employee who is not an Association member shall be required to contribute a fair� shaze fee for services rendered by the Association, and upon notification by the Association, the EMPLOYER shail check off said fee from the eaznings of the employee and transmit the same to the Association. In no instance shall the required contribution exceed a pro rata shaze of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The Association agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article 1, Section 13. ARTICLE 2 - CHECK OFF 2.1 The EMPLOYER agrees to deduct the Association 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:' The amounts to be deducted shall be certified to the EMPLOYER by a representative of the ASSOCIATION and the aggregate deductions of ali employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions aze made or as soon thereafter as is possible. 2.2 The Association agrees to indemnify and hold the EMPLOYER harmless against any and all claims, � suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article. ARTICLE 3- HOURS OF WORK 3.1 The normal work day shall be seven and three/fourths (7'/<) consecutive hours per day, excluding 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. 33 For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three/fourths (38'/<) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per norma] work day or per normal work week. � 2 ARTICLE 3- HOURS OF WORK (Continued) � I �° �� 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 Employees in this bazgaining unit working in a title listed in Article 2 under the heading "Clerical and Technical Group" shall be recompensed 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 i/80th of the biweekly rate. The method of compensation shall be determined solely by the EMPLOYER. 3.7 An employee working in a tifle listed in Article 1.2 under the heading, "Professional Group," and which is in Salary Grade 11 or below shall receive overtime compensation in accordance with the Fair Labor Standazds Act (FLSA). The method of this compensation shail be determined solely by the EMPLOYER. It is understood that the FLSA provides overtime compensation only after 40 hours worked (not paid) per week. An employee working in a title listed in Article 1.2 under the heading 'Professional Group," and which is in Salary Grade 12 or above and who, in other than normal circumstances, works more than his/her assigned normal work day or assigned normal work week may receive compensatory time or pay on a straight time basis for the extra hours worked. The method of compensation shall be determined solely by the EMPLOYER. � 8 It is understood by the parties that Section 28.H - Overtime of Resolution No. 3250 shall not apply to employees in this bazgaining unit working under a title listed in Article 1.2 under the heading, "Professional Group." 3.9 Normal work schedules showing the employee's shift, work days and hours shall be posted on all department bulletin boazds at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies or acts of God, and overtime may be required. 3.10 Call-In Pay - When an employee is called to work, he/she shall receive two hours pay if not put to work. If he/she is called to work and commences work, he/she shall be guazanteed four hours pay. These provisions, however, shall not be effective when work is unable to proceed because of adverse weather conditions; nor shall these provisions apply to temporary or emergency empioyees nor to employees employed under any of the titles listed in Section 3.B of the Civil Service Rules under the heading "Special Employments"; nor to any person whose regular scheduled workday is less than four hours. � K.' ARTICLE 3- HOURS OF WORK (Continued) 3.11 Norivithstanding Articles 3.1 through 3.6, employees may, through mutual agreement with the EMPLOYER, work schedules other than schedules limited by ttie normat work day and work week as � set forth in Articles 3.1, 3.2 and 33. Overtime compensation for employees working under such agreements shall be subject to the provisions, for same, as set forth by the Fair Labor Standazds Act. The method of compensation shall be determined solely by the EMPLOYER. It is understood that the FLSA provides overtime compensation only after 40 hours worked (not paid) per week. 3.12 For employees who wish to shaze a position, the EMI'LOYER will attempt to provide options for implementing a sharing arrangement. Such an arrangement must be mutually agreed upon by the EMPLOYER and the employees involved. Vacation, holiday and sick leave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 10 of this Agreement. In the event that one of the employees participating in the shazed position is temunated or terminates employment, the EMPLOYER shali post the job sharing vacancy for a period of ten (10) days. If at the end of ten (10) days such vacancy cannot be filled, the EMPLOYER shall have the option of increasing the remaining employee's work hours. 3.13 Articles 3.11 and 3.12 shall not be subject to the provisions of Article 6 of this Agreement. ARTICLE 4 - WORK BREAKS 41 Rest Periods All employees work schedules shall provide for a fifteen minute rest period during each� one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduled to work a full half shi$ beyond his/her regular quitting time, he/she shall be entitled to the rest period that occurs during said half shif[. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Yeaz's Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day after Thanksgiving Memorial Day Christmas Day Independence Day Two floating holidays (expues,l2/31/02) Labor Day �� . d � _C9 g� ARTICLE 5 - HOLIDAYS (Continued) Eligible empIoyees shalI receive pay for each of the holidays listed above, on which they perform no � work. Whenever any of the holidays listed above falls on a Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above falls on a Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be obseroed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the conuact yeaz, subject to the approvat of the Department Head of any employee. Effective 12/31/02 the floating holidays set forth in 5.1 above will be eliminated and the vacation schedule will be increased by two days at each level. 53 Eligibility Requirements In order to be eligible for a holiday with pay, an empioye must be employed as of the date of the holiday and have paid hours on the payroll for that pay period. The amount of holiday time eamed shall be based upon the number of non-holiday hours paid to the employee during that pay period (see proration charts in Salary Plan and Rates of Compensation). For the purposes of this section, paid hours include hours actually worked, vacation time, compensatory time, paid leave and sick leave. It is further understood that neither temporary, emergency, nor other employees not heretofore eIigible shaIl receive holiday pay. 5.4 Not withstanding Article 5.3, a temporary employee shall be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shalt be eligible for any floating holidays. � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The EMPLOYER shall recognize stewazds selected in accordance with Association rules and regulations as the grievance representative of the bargaining unit. The Association shall notify the EMPLOI'ER in writing of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOYER and the Association that the processing of grievances as hereinaRer provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The stewazd involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the stewazd and the employee have notified and received the approvai 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 For the purposes of this ArticIe 6, a grievance is defined as an alIeged violation of the terms and conditions ofthis Agreement. � 5 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) 6.4 Grievances shall be resolved in conformance with the following procedure: � Step 1 Upon the occurrence of an alleged violarion of this Agreement, the employee involved with or without the steward 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 may be reduced to writing and referred to Step 2 by the Association. The written grievance 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 requested. Any alleged violation of the Agreement not reduced to writing by the Association within fourteen (14) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. Step 2 Within seven (7) work days after receiving the written grievance a designated EMPLOYER supervisor shall meet with the Association stewazd and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the EMPLOYER shall reply in writing to the Association within seven (7) work days following this meeting. The Association may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the EMPLOYER's written answer. Any grievance not referred in writing by the Association within seven (7) work days following receipt of the EMPLOYER's answer shall be considered waived. Step 3 Within seven (7) work days following receipt of a grievance referred from Step 2, a designated EMPLOYER supervisor shall meet with the Association Business Manager or his/her designated representative, the employee and the stewazd and attempt to resolve the grievance. Within seven (7) work days following this meeting, the EMPLOYER shall reply in writing to the Association stating th� EMPLOYER'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 in writing by the Association to Step 4 within seven (7) work days following receipt of the EMPLOYER's answer shall be considered waived. Optional Mediation Step I. If the grievance has not been satisfactoriIy resolved at Step 3, either the Union or the > . _._. grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thiriy (30) days of the assignment unless the parties mutually agree to lengthen the time limit. 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance azbitration. When grievance mediation is invoked, the contractval time limit for moving the-grievance to azb�uation shall be delayed for the-period of inediation. �� C� . 6 e —C9 `b� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continaed) 3. The grievance mediation process shatl be informal. Rules of evidence shali not apply and no � record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and azgument to support their case. The mediator may meet with the parties in joint session or in sepazate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an azbitrator might rule in this case. 5. The grievant shatl be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shall sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shatl not be precedenfial. 6. If the grievance is not resolved and is subsequently moved to azbitration, such proceeding shalt be de novo. Nothing said or done by the parties or the mediator during grievance mediation, with respect to their positions conceming resolution or offers of settlement, may be used or referred to during azbitration. Step 4 If the grievance remains unresolved, the Association may within seven (7) work days after the response of the EMPLOYER in Step 3, by written notice to the EMPLOYER, request arbitration of the grievance. The azbitration proceedings shall be conducted by an azbitrator to be selected by mutual agreement of the EMPLOYER and the Association within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an azbitrator within the said seven (7) day period, either � party may request the Bureau of Mediation Services to submit a panel of five (5) azbitrators. Both the EMPLOYER and the Association shall have the right to strike two (2) names from the panel. The Association shall strike the first (lst} name; the EMPLOYER shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 65 The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the EMPLOYER and the Association and shall have no auttiority to make a decision on any other issue not so submitted. The azbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the appiication 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 be later, unless the parties agree to an extension. The decision shall be based solely on the azbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the arbitrator shail be final and binding on the EMPLOYER, the Association and the employees. 6.6 The fees and expenses for the azbitrator's services and proceedings shall be bome equally by the EMPLOYER and the Association, provided that each party shall be responsible for compensating its own representatives and witnesses. If either pariy desires a verbatim record of the proceedings, it may � cause such a record to be made, providing it pays for the record. 7 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the EMPLOI'�� and the Association. 6.8 The procedure established by this Article shall be the sole and exclusive procedure for the processing of gievances, wluch aze defined as an alleged violation of the terms and conditions of this agreement. However, this Article does not abridge grievance rights possessed by eligible Veteran's under applicable Veterans' statutes. It is understood that issues not related to terms and conditions of employment (for example: topics listed in Civil Service Rule 26III A, B, C- performance reviews, examinations and classification) shall continue to be processed in accordance with the grievance procedure outlined in the Civil Service Rules. 6.9 The provisions of this Article 6 shail not apply to Articles 3.11 and 312 of this Agreement. ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance oftheir duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive vrritten authorization from the Department Head. � Type i If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shali be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed $.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the Department Head or designated representative determines that an EMPLOYER vehicle is available for the employee`s use but the employee desires to use his/her own automobile, then the employee shall be, reimbursed at the rate of . per mi e ven an s not e e igi e or any per diem. Type 2 If an employee is required to use hislher own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shali be reimbursed $.20 per mile for each mile actually driven. If such empioyee is required to drive an automobile during employment and the department head or designated representative detemunes that an EMI'LOYER vehicle is available for the employee's use but the employee desires to tue hisJher own automobile, then the employee shatl be reimbursed at the rate of $.20 per mile driven and shall not be eligibie for any per diem. � 0 ARTICLE 7 - CITY MILEAGE (Continued) � � - � O � � 73 The City will provide pazking at the Civic Center Pazking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personai car available for � City business. Such pazking will be provided only for the days the employee is required to have his or her own personal caz available. 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations goveming the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and sha11 file monthiy affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single lunit coverage, with the City of Saint Paul named as an additional insured. These rules and regularions, together with the amendment thereto, shall be maintained on file with the City Clerk. ARTICLE 8 - RESIDENCY 8.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall apply to all employees covered by this Agreement. AR.TICLE 9 - VACATION �.1 Each employee working in a title listed in Article 1.2 under the heading "Clerical and Technical Group" shalt accumulate vacation credits at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service Effective 12/31/02: � 1 st yeaz thru 4th yeaz Sth yeaz thru 9th yeaz I Oth yeaz thru 15th yeaz 16th yeaz thru 23rd year 24th yeaz and thereafter Years of Service 1 st yeaz thru 4th yeaz 5th yeaz thru 9th yeaz l Oth yeaz thru 15th year 16th yeaz thru 23rd year 24th yeaz and thereafter Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) .1000 (26 days) Hours of Vacation .0462 (12 days) .0692 (18 days) .0808 (21 days} .0962 (25 days) .1077 (28 days) 0 ARTICLE 9 - VACATION (Continued) 9.2 Each employee working in a title listed in Article 1.2 under the heading "Professionai Group" shall � accumulate vacation at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service Effective 12/31/02: 93 � 1 st yeaz thru 4�' year 5�' yeaz thru 7"' year 8th year thru 15th yeaz 16th yeaz thru 19th yeaz Twenty yeazs and beyond Years of Service 1 st yeaz thru 4 yeaz 5�' year thiv '7"' yeaz Sth yeaz thru 15th yeaz 16th yeaz thru 19th yeaz Twenty yeazs and beyond Hours of Vacation .0577 (IS days) .0692 (18 days) .0846 (22 days) .0962 (25 days) .1000 (26 days) Hours of Vacation .0654 (17 days) .0769 (20 days) .0923 (24 days) .1d38 (27 days) .1077 (28 days) The Head of the Department may permit an employee to carry over up to one hundred twenty (120) hours of vacation into the next IRS payroll reporting year. The above provisions of vacation shali be subject to the Saint Paul Salary Plan and Rates of � Compensation, Section I, Sub. H. 9.5 Employees under the heading "Professional Group" may request compensation in cash for up to one week of unused vacation within each IRS payroll reporting yeaz. Payment will be at the discretion of the Departrnent Head and additionally, limited by the availability of funds in the Department's Budget. Such election must be made in writing on or before December 1 of each IRS payroll reporting yeaz. If the employee elects to sel] vacation, the payment for such sold vacation shall be made in a lump sum in the neazest full payroll period following the election date. The payment shall be in an amount equai to the number of hours sold times the employees regulaz rate of pay in effect as of the date of such election. Arti 1 9 5 chali nnr hP c, �Prt rQ rhP n nf.ArticlP F ofth;��yPnt .----_ 9.6 If an empioyee under the heading "Professional Group" has an accumulation of sick leave credits in excess of one hundted eighty (180) days, s/he may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of sick leave credit. The maximum number of days vacation allowed by the conversion of such leave credits shall be no more than five (5) days in any one IRS payroll reporting year. Invoking the use of this Article at any time within the IRS payroll reporting yeaz, with the exception of those who retire during the reporting yeaz, will prohibit the use of Article 9.5 above. � 10 ARTICLE 10 - INSURANCE Active Employees C� ( -C��d �0.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the EMPLOYER shall be solely controlled by the contracts negotiated by the EMPLOYER and the benefit providers. The EMPLOYER will attempt to prevent any changes in the benefits offered by the benefit providers. However, ihe employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. 10.2 For each eligible employee working under a title listed in ARTICLE 1.2 under the heading "Clerical and Technical Group; ' who is employed full time and who selects single employee health coverage provided by the EMPLOYER, the EMPLOYER agrees to contribute $211.62 [amount of 2000 single premium] per month plus any increase in the 2001 single health insurance premium up to $40.00 per month. If the 2001 single health insurance premium increase is over forty ($40.00) dollazs, the EMPLOYER will contribute 50% of the amount over ($40.00) dollars.[ for 2001 the increase in the single premium is $18.22/month] Effective for the January, 2001 insurance premiums, for each eligible employee who selects family health insurance coverage, the EMPLOYER will contribute 401.49 plus an amount equal to the 2001 singIe heaIth insurance premium increase up to forty ($40.00) doIlazs. If the Z001 singIe health insurance premium increase is over forty ($40.00) dollazs, the EMPLOYER will contribute 50% of the amount over forty ($40.00) dollazs. � Retroactive payment adjustments shall apply only to Employees who were employed by the City as of the date of signing of this contract. 103 Effective for the January 2002 insurance premiums, for each eligible employee covered by this agreement who is employed full-time and who selects single employee health insurance coverage provide by the EMPLOYER, the EMPLOYER agrees to contribute the 2001 contribution plus an increase up to forty ($40.00) dollazs per month. If the single health insurance premium increase for 2002 exceeds forty ($40.00) dollazs per month, the EMPLOYER will contribute 50% of the amount over forty ($40.00) dollazs. Effective for the January, 2002 insurance premiums, for each eligible full-time employee shown in ARTICLE 10.2 above who selects family health insurance coverage, the EMPLOYER wiil contribute the 2001 contribution pius 60% of the family premium increase in 2002 up to $60.00. If the 2002 family premium increase exceeds $100.00, the City will pay 40% of the excess increase. If in either year the number of pians increases, the increase wiil be based on the average premium. � LJ 11 ARTICLE 10 - INSURANCE (Continued) 10.4 Effective for the January, 2001 insurance premiums, for each eligible full-time employee working und� a title listed in ARTICLE 1.2 under the heading "Professional," the EMPLOYER agrees to contribute, $295.00 per month towazd the cost of 2001 Single Health Insurance Coverage, or $375.57 (amount of the 2000 family premium) plus an amount equal to the 2001 single health insurance premivm increase up to forty ($40.00) dollazs per month towazd the cost of Family Health Insurance Coverage. If the 2001 single health insurance premium increase is over forty ($40.00) dollazs, the EMPLOYER will contribute 50% of the amount over forry ($40.00) dollars. (For 2001, because the increase in the single premium is $18.22/month, the EMPLOYER's contribution to the family premium will be $393.79.) Retroactive payment adjustments shall apply only to Employees who were employed by the City as of the date of signing of tlus contract. 10.5 Effective for the January, 2�02 insurance premiums, for eligible fuli-time employees shown in ARTICLE 10.4 above, the EMPLOYER agrees to contribute $295.00 per month towazd the cost of Single Health Insurance Coverage, or for Family Heaith Insurance Coverage the 2001 family contribution plus 60% of the 2002 family coverage premium increase in 2002 up to $60.00. If the 2002 family premium increase exceeds $100.00, the City will pay 40% of the excess increase. If in either yeaz the number of pians increases, the increase will be based on the average premium. 10.6 For the purpose of this ARTICLE 10, full-time benefits will apply to those part-time employees who appeaz on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annual open enroilment or special enrollments, or the six month period preceding* initial enrollment. Three-quarter time benefits wili apply to those part-time employees who appear on the payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enroliment or special enrollments, or the si�t month period preceding initial enrollment. Half-time benefits will apply to those part-time employees who appear on the payroll an average of at least 4O ho�r,c bnt lecc than 5� hnnrc �ner hiv �PP�l��,T a3 � r Pri�.� f� the twelu�El�}�F�t�= ---- preceding the annual open enrollment or special enrollments, or the six month period preceding initial enrollment. 10.7 For each eligible employee covered by this AGREEMENT who is eligible for half-time benefiu and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute fifty percent (50%) of the amount contributed for employees eligible for full-time benefits with the same single or family selection in the same insurance plan. � 12 ARTICLE 10 - INSURANCE (Continued) 6 �_C�`�a For each eligible employee covered by this AGREEMENT who is eligible for three-quarter time benefits � and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute seventy-five percent (75%) of the amount contributed for employees eligible for full-time benefits with the same single or family selection in the same insurance plan. Part-time employees who aze permanently appointed to a fuli-time (80 hours per biweekly pay period) position after the commencement of the plan yeaz, shall be made eligible for full-time benefits after they have completed at least forry hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan yeaz, shall be reduced to the benefit level applicable for tl�e hours scheduled by the department. Such reduction shail take efFect on the first month the employee does not complete a monthiy qualifying pay period as a full-time employee. 10.8 For each eligible employee working in a title listed in ARTICLE 1.2 under the heading "Clerical and Technical Group," and who has selected health insurance coverage, the EMPLOYER agees to contribute the cost of $20,000 life insurance. Employees who waive participation in the health insurance plan shall not be eligible for this life insurance, nor shall they be eligible to participate in any optional coverages or flexible spending accounts. 10.9 Under the "Cafeteria Plan," all benefits eligible employees (i.e. 40 hours/pay period or more), working in a title listed in ARTICLE 1.2 under the heading "Professional" may select single health insurance coverage and employee life insurance in an amount equal to the employee's annual salary to the neazest � full thousand if they elect to participate. Employees who waive participation shail be eligible to participate in optional coverages at the employee's expense if the employee is benefit eligibie for each of the preceding tweive months. For the purpose of this section, the employee's annual salary shall be based on the employee's salary as of the month prior to the annual open enrollment. Any unused portion of the EMPLOYER'S contribution for which a participating employee is eligible is defined as unused benefit dollars, not salary, and shall be paid to the employee as ta�cable income. Such payment will be made during the month of January following the insurance yeaz. For empioyees who terminate their employment with the City of Saint Paul, no such payment for unused benefit dollars shall be made following termination. 10.10 Employees covered by this Agreement will be eligible to participate in the Flexible Spending Accounts as offered by the EMPLOYER. The service fee chazged to participating employees shali be paid by the EMPLOYER. 10.11 Retroactive EMPLOYER'S insurance contributions shall apply to all who remain employed by the EMPLOYER as of the date of signing this agreement. � 13 ARTICLE 10 - INSURANCE (Continued) Retiree Insurance for Clericai, Technical and Professional Employees � 10.12 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the EMPLOYER contributions, listed in Sections 10.13 through 10.23 below, towazd a health insurance plan offered by the EMPLOYER: 10.12(1) 10.12(2) Be receiving benefits from a public empioyee retirement act at the time of retirement, and Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and 10.12(3) Service requirements for retiree health insurance eligibility will not include yeazs of service with School District No. 625 for employees hired by the City, or transferred to the City, after February 27, 1998. 10.12(4) If an employee does not meet the yeazs of service requirement in sections 10.13 through 1 O.l 6, s/he may purchase, at their own expense, the coverage currendy in effect at the time of retirement through the EMPLOYER's insurance program if they meet the requirements of Chapter 471.61 (formerly Chapter 488) of Minnesota Statute. Early Retirees 10.13 This Section applies to employees who: 10.13(1) Retire on or after January 1, 1996, and 10.13(2) Have completed twenty (20) yeazs full-time service with the City of Saint Paui, unless receiving a disability pension from the City of Saint Paul, and 10.13(3) Were appointed prior to January 1,1996, and 10.13(4) Meet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the EMPLOYER. � Unul such em,plovees reach sixtx-five 651 veazs of �ge the EMPi.OYER ag�ee to contribute a _ maacimum of $350.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the reriree. In addition, the EMPLOYER will contribute the cost for $S,OOO life insurance coverage for employees under the heading of "Professional" and the cost for $20,000 life insurance coverage for employees under the heading of "Clerical and Technical Group;' until the retiree attains the age of siaity-five (65) Only dependents of record at the time of retirement shall be eligible for City contribution. When such early retiree attains age sixty-five (65), tfie provisions of Section IO.I S shalT appIy. � 14 ARTICLE 10 - INSURANCE (Continued) G r-��a 10.14 This Section shall apply to employees who: • 10.14(1) Retire on or after January 1, 1996, and have completed riventy (20) yeazs full-time with the City of Saint Paul, unless receiving a disability pension from the City of Saint Paul, and 10.14(2) Were appointed on or after January 1, 1996, and 10.14(3} Have not attained age sixty-five (65) at retirement, and 10.14(4) Meet the conditions of Section 10.12 above, and 10.14(5) Select a health insurance plan offered by the EMPLOYER. Until such employees reach sixty-five (65) yeazs of age, the EMPLOYER agrees to contribute a maafimum of $300.00 per month towazd the cost of single health insurance coverage; no EMPLOYER contribution will be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the EMPLOYER will contribute the cost for $S,OOO life insurance until the retiree attains the age of sixty-five (65). When such eazly retiree attains age sixty-five (65), the provisions of Section 10.16 shall apply. Regular Retirees (Age 65 and over) 10.15 � This Section shall apply to fuli-time employees who: 10.15(1) 10.15(2) 10.15(3) 10.15(4) 10.15(5) 10.15(6) The EMPLOYER agrees to contribute up to a maximum of $550.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. Only dependents of record at the tune of retirement shall be eligibie for City contribution. Retire on or after January 1, 1996, and Were appointed prior to January 1, 1996, and Have completed twenty (20) years full-time with the City of Saint Paul, uniess receiving a disability pension from the City of Saint Paul, and Have attained age si�cty-five (65) at retirement, and Meet the conditions of Section 10.12 above, and Select a health insurance plan offered by the EMPLOYER. � 15 ARTICLE 10 - INSURANCE (Continued) 10.16 This Section shall apply to full-time employees who: 10.16(1) Retire on or after January 1, I996, and 10.16(2) Were appointed on or after January 1, 1996, and 10.16(3) Have completed twenty (20) yeazs full-time service with the City of Saint Paul, unless receiving a disability pension from the City of Saint Paul, and 10.16(4) Have attained age sia�ty-five (65) at retirement, and 10.16(5) Meet the conditions of Section 10.13 above, and 10.16(6) Select a health insutance plan offered by the EMPLOYER. � The EMPLOYER agrees to contribute up to a masimum of $300.00 per month towazd the cost of single health insurance coverage; no EMPLOYER contribution wili be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 10.17 In the event of reduction of hours of employment for budgetary reasons during the last twelve (12) months of employment, the eligibility will be determined by the previous forty-eight (48) months before the reduction. 10.18 Employees who have completed twenty (20) yeazs of full-time service with the City of Saint Paul and reduce to part-time prior to retirement and who aze eligible and enrolled in the City's medical plan � continuously until retirement shall be eligible for full-time benefits at retirement. 10.19 Eazly or Regulaz Retirees who aze eligible for EMPLOYER conh towazds the cost of single coverage only may continue dependent health insurance coverage at their own expense. , 10.20 The surviving spouse of an employee carrying family coverage at the time of lus/her death due to a job connected injury or iliness which was detemuned to have arisen out of and in the course of his/her employment under worker's compensation law shall continue to be eligible for City contribution in the same proportions as is provided for retired employees. In the event of the death of an eazly retiree who retired under Section 10.13 or a regular retiree who refired under Section 10.15, the dependents of the retiree shall have the option, within thirty (30) days, to continue the current health insurance covera e wtuch sazd de nden ' - , , g ` pe ts previously had, af flie preiniucri and EMPLOYER contribution accorded to the eligible deceased retiree. Dependents not of record at the time of retirement may continue coverage at their own expense. � 16 ARTICLE 10 - INSURANCE (Continued) 6 � -C�� In the event of the death of an eazly or regulaz retiree who was eligible for EMPLOYER contribution M towards single health insurance coverage only, dependents on the EMPLOYER's plan at the time of the retiree's death may continue coverage at their own expense. It is further understood that coverage shall cease in the event o£ 10.20(1) Subsequent remartiage of the surviving spouse of the deceased employee or retiree. 10.20(2) The empioyment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said EMPLOYER. In this event, however, the surviving spouse or dependent shail have the righf to maintain City heaith insurance for the first ninety (90) days of said employment. 10.21 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrolled in the City health insurance Program. 10.22 The contributions indicated in Article 10 shall be paid to the EMPLOYER's third party administrator. 10.23 The following list of employees is a good faith effort by tt�e City and the Association to identify employees, as of this contract date, who were hired by the City of Saint Paul prior to January 1, 1991, � and who have less than twenty (20) yeazs of service with the City of Saint Paul upon reaching the age of sixty (60). The intention of the parties is to include only those employees that aze represented by the AssociaTion prior to January 1, 1996, and are still employed by the City as of the signing of this Agreement. 10.23(1) The following employees wiil qualify for heaith insurance coverage as specified below at the age of sixty (60) with a minimum of fifteen (15) yeazs of service. The requirements of Section 10.13 must be met by the employee. If any of the following employees choose to continue their employment beyond age sixty (60) and attain (20) yeazs of service with the City, they may qualify as provided for under this Agreement. Janice Bunde Mike Foley The EMPLOYER agrees to contribute a maYimum of $350.00 per month towazd the cost of single health insurance coverage offered to Early Retirees. Upon reaching the age of sixty-five (65), the EMPLOYER agrees to contribute a maacimum of $550.00 towazds the cost of single health insurance coverage offered to Regular Retirees. Any unused portion shali not be paid to the retiree. No EMPLOYER contribution will be appiied to the cost of dependent health insurance coverage, nor wili Survivors of these employees be eligible for EMPLOYER contribution. � 1'7 ARTICLE 10 - INSURANCE (Continued) 10.24 A retiree's participation in the City's health insurance plan must be continuous. The retiree mus� be participa�ing in a City health insurance pian at the time of retirement. If a retiree chooses not to participate at the time of his/her retirement or if a retiree discontinues his/her participation at a later date, such retiree will not be eligible for any future participation or for any EMPLOYER contribution. 10.25 Additional dependants beyond those of record at the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. ARTICLE ll- WORKING OUT OF CLASSIFICATIOI�T 11.1 Any employee working an out-of-class assignment for more than ten (10) consecutive days shall receive a higher rate of pay for the out-of-class assignment in the higher classification starting from the first day the employee was required to work the out-of-class assignment. For the purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, the significant duties and responsibilities of a position different from the employee's regulaz position, and which is in a classification higher than the classification held by the 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 regulaz appointment to the next higher classification in the employee's current class series. 11.2 For the following classifications, the provisions of 11.1 shall not apply to performance of the duties of � the next higher classification in the job series: Clerk I Clerk-StenographerI Clerk-Typist I ARTICLE 12 - EMPLOYEE RECORDS 12.1 Any member of the bazgaining unit may, during usual working hours, with the approval of the �� supervisor, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such file. ARTICLE 13 - BULLETIN BOARDS 13.1 The EMPLOYER sfiall piovide reasonable bullefin space for use by the Union in posting norices of Union business and activities, said bulletin boazd space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin board is sub}ect to approval of the Deparnnent Head. � � ARTICLE 14 - WAGES � \ — �� 14.1 The wage schedule, for the purposes of this contract, shall be Appendix A, attached hereto. Both parties \� agree that the mclusion of the classificauons and salary ranges in Appendix "A" does not preclude the EMPLOYER from the following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading ciassifications 5. Reciassifying positions 14.2 � � Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the Agreement. No employee in this bazgaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. The rates in the wage schedule in Appendix A shall reflect the following adjustments: Clerical & Technicai titles Effective December 30, 2000: Effective December 29, 2001: Professional titles Effective December 30, 2000: Effective December 29, 2000: 2.75% increase 3.00% increase 2.95% increase 3.20% increase Retroactive pay adjustments shall apply oniy to employees who were employed by the City as of the date of signing this contract. Members of the Association transferring to another bazgaining unit that has already received a retroactive adjustment for similar effective dates and percentages shall receive retroactive pay from these effective dates through the date of their leaving this Association. ARTICLE 15 - MAINTENANCE OF STANDARDS I5.1 The parties agree that all conditions of employment relating to wages, hours of work, overtune differentials, vacations and ail other general working conditions shall be maintained at not less than the highest minimum standazd set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this Agreement, and the conditions of employment shall be unproved wherever specific provisions for improvement aze made elsewhere in this Agreement. � 19 ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make application for a leave � absence not to exceed one year. A leave of absence shall be granted on the basis established in the Ci Service Rules (Resolution No. 3250). 16.2 Military Leave With Pay - Any employee who shall be a member of the National Guazd, the Naval Militia or any other component of the militia of the State, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted 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 sfatus, efficiency rating, vacation, sick leave or other benefits for ali 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 or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendaz yeaz, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee (1) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. � 16.3 Military Leave Without Pay - Any employee who engages in active service in time of waz or other emergency declazed by the proper authority of any of the military or naval forces of the state or of the United States for which leave is not othenvise ailowed by law shall be entitled to leave of absence from employment without pay during such service with right ofreinstatement and subject to such conditions as aze imposed by law. Such leaves of absence shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statute. 16.4 Jury Duty - Any employee who is required during his/her regulaz working hours to appeaz in court as a juror or witness, except as a witness in his/her own behalf against the CITY, shall be paid his/her regulaz pay while he/she is so engaged. Provided, however, that any fees that the employee may receive from the court for such service shall be paid to the CITY and be deposited with the EMPLOYER. Any employee who 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/she is required to appeaz in court as a juror or witness. � �I] ARTICLE 16 - LEAVES OF ASSENCE (Continued) � � -�sa 16.5 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service . Rules, shall be granted three days of such leave to attend the funeral of the employee's grandparent or grandchild. Employees who have accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted leave with pay for such period of time as the Head of the Department deems necessary, on account of death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of the household. 16.6 Union Leave - Any employee elected or appointed to a full time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one yeaz for the purpose of conducTing the duties of the exclusive representative. 16.7 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or ili City employee. Such paid sick leave eligibility shall begin upon certification by the employee's attending physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Pazental leave of absence without pay shail be granted to a natural parenf or an adoptive pazent who requests such leave in conjunction with the birth or adoption of a child. Such leave may be extended an additional twelve (12) months by mutual agreement between the employee and the EMPLOYER. Refusal on the part of the EMPLOYER to grant an extension of such leave shali not be subject to the provisions of Article 6 of this Agreement. � Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 16.8 Education Leave - Leave with pay may be granted for educational purposes at the option of the EMPLOYER. 16.9 Voluntary Leave - No Pay - A full-time empioyee may be granted up to 480 hours of voluntary leave of absence without pay during the fiscal yeaz. During such leave of absence, the employee shall continue to earn and accrue vacation and sick leave, seniority credits and maintain insurance eligibility as though he or she were on the payroll. Any leave of absence granted under this Article is subject to the approval of the Department Head. � 21 ARTICLE 17 - DEFERRED COMPENSATION 17.1 Beginning January 1, 2002, employees working in a title listed under ARTICLE 1.2 of the "Clerical � Technical Group" who have compieted ten (10) years of service shall have a$50.00 deferred contribution match paid by the EMPLOYER as indicated in the eligibility requirements below. 17.2 The EMPLOYER will match contributions by the fust paycheck closest to October 1 of the plan year. 17.3 Eligibility Requirements: A. Employees must have been in ihe CCEA bargaining unit (Clerical or Technical title) effective i/1 of the pian year. B. Qualifying yeazs of service (determined by date of hire) must have been attained by 1!i of the plan yeaz. C. Employees cannot have been on lay off from City employment during the 12 month time period preceding July 1 of the plan yeaz. D. Employees must have the full amount ($50.00) of their contribution made by September 1 of the plan yeaz (or by the employee's date of separation from this bazgaining unit, if such separation occurs before September 1) in order to receive the EMPLOYER match. E. Employees separated for cause from this bargaining unit are specificaliy excluded from the EMPLOYER match program. � ARTICLE 18 - MANAGEMENT RIGHTS 18.1 The Association recognizes the right of the City to operate and manage its affairs in all respects in accordance with applicable laws and regulations or appropriate authorities. All rights and authority which the City has not officiaily abridged, delegated or modified by this Agreement aze retained by the CITY. r8�.� A pu fic EMPLOYER is not required to meet and negotiate on matters of inherent managerial policy, � which include, but aze not limited to, such azeas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 19 - SENIORITY 19.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, regulaz and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class title covered by this Agreement, it being further understood that seniority is confined to the current class assignment held by an empioyee. In cases where two or more employees aze 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. 22 � / �• ARTICLE 19 - SENIORITY (Continued) 19.2 �.3 Seniority shall temunate when an employee retires, resigns, or is discharged. In the event it is determined by the EMPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the tides listed below under Column A, layoff shall be based on inverse length of total seniority in all titles tisted on the corresponding line under Column B. The Departrnent will identify such least senior employee in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there aze any vacancies in any of the titles under Column B on which seniority was based, in any other City Departrnent, the Human Resources Department shall place the affected employee in such vacancy. If two or more vacant positions aze availabie, the Human Resources Office shall decide which vacant positions the affected empioyee shali fill. If no vacancy exists in such titles, then the least senior City employee in such titles shall be identified, and if the employee afFected by the original departmental reduction is more senior, he/she shail have the right to claim that position and the least senior City employee in such titles shall be the employee laid off. For the purposes of this article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City empIoyee. Column A �lerk I lerk II Cterk-Typist I Cierk-Typist II Cierk-StenographerI Cashier I Cashier II Accounting Machine Operator I Accounting Machine Operator II Data Entry Operator I Data Entry Operator II Duplicating Equip. Operator Trainee Duplicating Equip. Operator Column B Clerk I, Cierk II Clerk I, Clerk II Cierk-Typist I, Clerk-Typist Ii Clerk-Typist II, Clerk-Typist I Clerk-Steno I, Clerk-Steno II Cashier I, Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine Operator II Accounting Machine Operator II Accounting Machine Operator I Data Entry Operator I, Data Entry Operator II Data Entry Operator II, Data Entry Operator I Duplicating Equip. Operator Trainee, Duplicating Equip. Operator Duplicating Equip. Operator, Duplicating Equip. Operator Trainee 19.4 In cases where there aze promotional series such as Clerk I, II, III, etc., when the number of emptoyees � in these higher titles is to be reduced, employees who have held lower titles which are in this bazgaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs aze made by any class title within any departrnent. 23 ARTICLE 19 - SENIORITY (Continued) 19.5 In cases where an employee to be laid off has held no regulaz appointment in a lower title in the same � promotional series as his/her current title, that employee will be offered a reduction to the title within the bazgaining unit to which he/she was regulazly appointed immediately prior to his/her current title, so long as there is either a vacancy or if no vacancy exists a less senior employee in such title may be displaced. In cases where an employee to be laid offhas held no regulaz appointment to any tifles immediately prior to his/her current tiUe, said employee shall be laid off: The empioyee reducing into a tifle formerly heid must satisfactorily complete a six-month probationary period in such tide. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name will be placed on the reinstatement register in his/her former title and "bumping" rights herein shall not again apply to such empioyee. This procedure wiil be followed by the City for City employees, and by the Boazd of Education for Boazd of Education empioyees; however, City employees being reduced or laid off may not displace Boazd of Education empioyees; Boazd of Education employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously heid. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeaz� of layoff. ARTICLE 20 - DISCIPLINE 20.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in the form o£ 20.1 Oral reprimand; 20.2 Written reprimand; 203 Suspension; 20.4 Reduction; 20.5 The listing above of 20.1 through 20.5 does not indicate that such forms of discipline must be progressive and in such order for any one employee. 20.2 Suspensions, reductions and discharges will be in written form. 203 Employees and the Association will receive copies of written reprunands and notices of suspension and discharge. 203 (1) Any written reprimand made conceming any member of tYus Bazgaining Unit which is filed with the Human Resources Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City • shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 24 � t -c��d ARTICLE 20 - DISCIPLINE (Contiaued) 20.4 Employees may examine all information in their EMPLOYER personnel files that concems work � evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the EMPLOYER. 20.5 Discharges will be preceded by a five (5) calendaz day preliminary suspension without pay. During said period, the employee and/or Association may request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During said five (5) calendar day period, the EMPLOYER may affirm the suspension and dischazge in accordance with Civil Service Rules, or may modiFy or withdraw same. 20.6 An empioyee who is being questioned in a disciplinary investigation which could lead to discipline of the employee shall be offered the right to have an Association representative present during questioning. ARTICLE 21 - LEGAL SERVICES 21.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the EMPLOYER shall defend save harmless and indemnify an employee, and/or his/her estate, against any claim or demand, whether groundless or otherwise, azising out of an alleged act or omission occurring in the performance and scope of the employee's duties. 21.2 Notwithstanding Articie 21.1, the EMPLOYER shall not be responsible for paying any legal service fee • or for providing any legal service arising from any legai action where the empioyee is the PIaintiff. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Association, its officers or agents, nor any of the employees covered by this Agreement will engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the full performance oftheir duties during the Iife ofthis Agzeement, except as specificaIIy alIowed by the Public Employment Labor Relations Act. In the event of a violation of this article, the EMPLOYER will wam employees of the consequences of their action and shal] instruct them to immediately retum to their normal duties. Any employee who fails to return to his/her full duties within twenty-four (24) hours of such waming may be subject to the penalties provided in the Public Employment Labor Relations Act. 22.2 No lockout, or refusal to aliow empioyees to per£orm available work, shatl be insfituted by the EMPLOYER and/or its appointing authorifies during the life of this Agreement. • 25 ARTICLE 23 - SEVERA.NCE PAY 23.1 The EMPLOYER shall provide three distinct severance pay plans as set forth in this Article. Eligibility Requirements 23.2 To be eligible for any of the severance pay plans, an empioyee must meet the following requirements: � 23.2(I ) The employee must be voluntarily sepazated from City employment or have been subject to sepazation by layoff or compulsory retirement. Those employees who are discharged for cause, misconducY, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay plan. 23.2(2) The employee must file a waiver of re-employment with the Director of Human Resources, which will cleaziy indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City. 23.2(3) Employees must be receiving funds from a public EMPLOYER funded pension pian. 233 - Severance Pay Plan 1(All CCEA members) Severance Pay -This severance pay plan shali be subject to and governed by the provisions of City Ordinance No.11490 except in those cases where the specific provisions of this Articie conflict with said ordinance, and in such cases, the provisions of this Article shall control. Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance � Pay allowed shall be that amount permitted by State Statutes subject to the provisions that the maximum amount allowed shali be $4,000. T'he manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. Severance Pay Plan 2(Ali CCEA members) 23.G In addition to the requirements listed in 23.2, an employee musi meet the following requirements: ��- -u. . - ,� .- - - - - -- - ..� 23.4(2) 23.4(3) 23.4(4) 23.4(5) The employee must have at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of separation. The empioyee must have accumulated a*n;n; of sixty (60) days of sick leave credits at the time of his/her sepazation from service. The employee must be 58 years of age or must be eligible for a non-reduced pension under the provisions of the Public Employees Retirement Association (PERA). For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particulaz pension plan. • The maximum amount of money that any employee may obtain through this severance pay plan is $6,500 to be calculated as set forth in Section 23.6 below. 26 ARTICLE 23 - SEVERANCE PAY (Continued) � � -� � Severance Pay Plan 3(All CCEA members) �3.5 For each eligible employee working in a title listed in ARTICLE 1.2 the EMPLOYER shall provide a severance pay pian as set forth in this section 23.5. In addition to the requirements listed in 23.2, an employee must meet the foilowing requirements: 23.5(1) The employee must be 58 yeazs of age or older or be eligible for pension under the provisions of the Public Employees Retirement Association (PERA). For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particulaz pension plan. 23.5(2) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her separation from service. 23.5(3) The employee must have at least twenty (20) years of service under Yhe ciassified or unclassified Civil Service at the time of sepazation, the last five of which must be consecutive. 23.5(4) The maximum amount of money that any employee may obtain through this severance pay plan is $10,000 to be calculated as set forth in Section 23.6 below. 23.6 If an employee requests severance pay and if the employee meets the eligibility requirements set forth � above, he/she wil] be granted severance pay in an amounY equal to one-half of the daily rate of pay for the position held by the empioyee on the date of separation for each day of accrued sick leave subject to a maximum of 200 accrued sick leave days. 23.7 For the purpose of this Article, for those employees hired by the City before February 27, 1998, employment in either the City or in the Independent School District No. 625 may be used in meeting the years of service requirements in Section 23.3, Section 23.4 or Section 23.5. Employees hired by the City, or transfening to the City, on or after February 27, 1998 may not use employment in the Independent School District No. 625 in meeting the yeazs of service requirements in Section 233, Section 23.4 or Section 23.5. 23.8 For the purpose of these severance pay plans, the death of an empioyee shall be considered as separation of employment and if the employee would have met all of the requirements set forth above, (at the time of his/her death), payment of the severance pay shall be made to the employee's spouse or estate. 23.9 Employees may qualify for either Severance Pay Plan 1(Section 233) or Severance Pay Plan 2(Section 23.4) or Severance Pay Plan 3(Section 23.5). An electian by an employee to draw severance pay under one Section shall constitute a baz to drawing severance pay under any other provision set forth in this agreement. � 27 ARTICLE 23 - SEVERANCE PAY(Continued) 23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualificatio� of this Article or City Ordinance No. 11490, as amended by City Ozdinance No_ 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this ARTICLE or City Ordinance 11490, as amended by City Ordinance No. 16303, shall constitute a baz to receiving severance pay from the other. Any employee hired after December 3l, 1983 shall only be entitled to the benefits of this Article upon meeting the qualifications herein. 23.11 Severance Pay - Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shall be that amount permitted by State Statutes subject to the provisions that the maximum amount allowed shail be $4,000. ARTICLE 24 - NONDISCRIMINATION 24.1 The terms and conditions of this Agreement will be applied to employees equaily without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, disability, or because of inembership or non-membership in the Association. 24.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilifies involve other employees and the general public. 243 Employees covered by this contract will be covered by the City Policy regazding nondiscrimination an� sexual harassment, as well as applicable local, state and federal laws. 24.4 Any member of the bargaining unit may file a grievance or a discrimination complaint and there shall not be retaliation by the City of Saint Paul for such action. ARTICLE 25 - SICK LEAVE USAGE 25.1 Sick Leave - Sick Leave shall accumulate at the rate of .0576 of a working hour for each full hour on the J payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to hislher supervisor no later than one-half hour past hislher regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolurion No. 3250, of the City of Saint Paul. 25.2 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay for such period of time as the Head of the Departrnent deems necessary, on account of sickness or injury of the employee; quarantine estab&shed by a pubtic heatth enforcement agency, and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 253 In the case of a serious illness or disability of an employee's child, pazent or household member, the he� of the department shall grant leave with pay in order for the employee to caze for or make arrangemen foz the caze of such sick or disabled gersons. Such paid ieave shall be drawn from the employee`s accumulated sick leave credits. Use of such sick leave shall be limited to 40 hours per incident. � ARTICLE 25 - SICK LEAVE USAGE (Continued) G �� 25.4 The Head of the Department or the Human Resources Director may require a physician's certificate or � additional certificates at any time during an employee's use of sick leave for the purposes stated above. All such certificates shall be forwarded by the appointing officer to the Human Resources Office. If an employee is absent because of the provisions of this Articie for three or fewer calendar days he/she shail submit to the head of the Department a certificate signed by the employee stating the nature of the child, pazent, or household member's sickness. If the sickness continues for more than three calendaz days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and inciude the day of consultation, but oniy if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the departrnent and forwazded to the Human Resources Office. 25.5 No sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence ttot tater than one-half hour after his/her regulazly scheduled rime to report for work, unless he/she can show to the satisfaction of the Department Head that the failure to report was excusable. 25.6 An employee shall be paid under the provisions of this paragraph only for the number of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. ARTICLE 26 - TERMS OF AGREEMENT �6.1 Complete Agreement and Waiver of Bargaining - This Agreement shall represent the complete Agreement between the Association and the City of Saint Paul. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opporhznity to make requests and proposals with respect to any subject or matter not removed by law from the azea of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity aze set forth in this Agreement. Therefore, the City and the Association, for the life of this Agreement, each voluntarily and mmqualifiedly waives the right, and each agrees that the other shall not be obligated to bazgain collectively with respect to any subject or matter refened to or covered in this Agreement. 26.2 Savings Clause - This Agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall hold to be contrary to law by a court of competent jurisdiction from whose fmal judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. C� 29 �i-�� ARTICLE 26 - TERMS OF AGREEMENT (Continued) �.3 Terms of AGREEMENT - This Agreement sha11 be in fixll force and effect from January 1, 2001 thru December 31, 2002 and shall be automatically renewed from year to year thereafter unless either party sha11 notify the other in writing by June 1, that it desires to modify or terminate this Agreement. In witness whereof, the parties have caused this Agreement to be executed this �day of June 2001. 26.4 This constitutes a tentative Agreement between the parties which will be recommended by the Duector of Labor Relations, but is subject to the approval of the Administration of the City, the City Council and is also subject to ratificarion by the City of Saint Paul Classified Confidential Employees Association. WITNESSES: CITY OF SAINT PAUL Jason Sclunidt Labor Relations Specialist �� Katherine L. Megany �� " Director of Labor Relations � CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION John Brandtjen Association President � � \J APPENDIX A CLERICAL TITLES GRADE 07C 804C CLERICAL TRAINEE G t -C94� A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (S) (9) (10) 12/30/00 757.68 784.10 809.39 837.94 666.46 699.20 916.12 950.24 961.73 973.22 12/29/O1 780.41 807_62 833_67 863.08 892.45 926.18 943.60 976.75 990.58 10�2.42 GRADE OSC 12/30/00 774.59 802.06 825.3D 653.79 886.51 916.12 936.20 970.58 962.07 993.56 12/29/O1 797.83 826.14 850.06 879.40 913.11 943.60 964.29 999.70 1011.53 1023.37 GRADE 09C 111C CLERK I 12/30/00 789.35 815.75 845.34 8'I2.81 905.53 936.20 956.26 993.66 1005.17 1016.67 12/29/O1 813.03 840.22 870.70 898.99 932.70 964.29 964.95 1023.49 1035.33 1047.17 • GRADE lOC 100C SERVICE WORKER II 12/30/00 807.31 833.73 859.06 889.69 918.23 951.99 977.84 1016.87 1026.34 1039.84 12/29/O1 831.53 658.74 884.63 916.38 945.78 980.55 1007.18 1047.38 1059.19 1071.04 GRADE 11C 121C CLERK-TYPIST I 12/30/00 618.94 847.43 878.07 907.63 940.37 977.84 1001.63 1036.82 1050.31 1061.62 12/29/01 843.51 872.85 904.41 934.86 966.56 1007.18 1031.88 1069.98 1061.82 1093.67 GRADE 12C 12/30/00 837.94 866.46 899.20 930.89 964.14 1001.83 1023.48 1064.B6 1076.34 1087.83 12/29/O1 863.08 892.45 926.16 958.82 993.06 1031.88 1054.16 1096.81 1108.63 1120.46 GRADE 13C � 2/30/00 853.79 866.51 916.12 948.82 985.63 1028.02 1050.36 1097.35 1108.64 1120.34 /29/01 879.40 913.11 943.60 977.28 1015.40 1058.86 1061.87 1130.27 1142.11 1153.95 - Al - APPENDIX A - CLERICAL (CONTINUED) GRADE_14C � A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (6) (9) (10) 12/30/00 872.81 905.53 936.20 972.14 1007.47 1049.10 1079.93 1121.14 1132.64 1144.12 12/29/O1 698.99 932.70 964.29 1001.30 1037.69 1080.57 1112.33 1154.77 1166.62 1178.44 GRADE 16C 112C CLERR 22 12/30/00 909.77 943.56 978.98 1016.63 1060.24 1104.57 1132.BB 1182.40 1193.87 1205.36 12/29/O1 937.06 971.87 1008.35 1047.13 1092.05 1137.71 1166.67 1217.87 1229.69 1241.54 GRADE 18C 122C CLERK-TYPIST II 12/30/00 948.82 981.38 1028.02 1070.09 1114.41 1164.93 1194_50 1244.92 1256.42 1267.89 12/29/O1 977.28 1010.82 1058.86 1102.19 1147.84 1199.88 1230.34 1282.27 1294.11 1305.93 GRADE 19C � 1 u 12/30/00 972.14 1007.47 1049_10 1095.94 1144.01 1194.50 1226.52 1276.19 1287.66 1299.16 12/29/O1 1001.30 1037.69 1080.57 1128.82 1178.33 1230.34 1263.32 1314.48 1326.29 1338.13 GRADE 21C 12/30/00 1016.63 1060.24 1104.57 1152.61 1205.57 1257.32 1291.79 1346.21 1357.69 1369.20 12/29/O1 1047.13 1092.05 1137.71 1187.19 1241.74 1295.04 1330.54 1386.60 1398.42 1410.28 GRADE 22C 12/30/00 1040.58 1086.10 1134.19 1189.56 1241.30 1295.54 1331.26 1387.45 1398.94 1410.43 12/29/O1 1071.80 1116.68 1166.22 1225.25 1278.54 1334.41 1371.20 1429.07 1440.91 1452.74 GRADE 23C 113C CLERK I2I 12/30/00 1070.09 1114.41 1164.93 1215.42 1270.86 1323.85 1360.79 1416.19 1427.69 1439.21 12/29/O1 1102.19 1147.84 1199.88 1251.88 1308.99 1363.57 1401.61 1458.68 1470.52 1462.� - E�Z _ APPENDIX A - CLERICAL (CONTINUED) • GRADE 24C 123C CLERK-TYPIST III 6�-c� A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1096.40 1147.66 1195.68 1249.91 1307.83 1363.26 1401.43 1459.97 1471.46 1482.96 12/29/O1 1131.35 1182.09 1231.55 1267.41 1347.06 1404.16 1443.47 1503.77 1515.60 1527.45 GRADE 25C 12/30/00 1125.48 1173.53 1226.52 1279.47 1333.73 1392.81 1432.23 1492.50 1503.98 1515.48 12/29/O1 1159.24 1206.74 1263.32 1317.85 1373.74 1434.59 1475.20 1537.28 1549.10 1560.94 GRADE 26C 12/30/00 1156.32 1208.01 1261.01 1317.70 1376.79 1437.16 1475.35 1536.78 1550.26 1561.74 12/29/O1 1191.01 1244.25 1298.84 1357.23 1416.09 1480.27 1519.61 1584.94 1596.79 1608.59 GRADE 27C �/30/00 1156.32 1211.72 1265.96 1323.65 1386.65 1449.47 1491.32 1555.00 1566.49 1577.97 12/29/O1 1191.01 1248.07 1303.94 1363.57 1428.25 1492.95 1536.06 1601.65 1613.48 1625.31 GRADE 26C 12/30/00 1189.56 1241.30 1295.54 1357.07 1416.19 1481.50 1522.16 1592.50 1604.00 1615.49 12/29/O1 1225.25 1278.54 1334.41 1397.76 1456.68 1525.95 1567.85 1640.28 1652.12 1663.95 GRADE 29C 045C CLERK IV 12/30/00 1217.89 1277.01 1333.73 1397.75 1460.58 1529.53 1572.66 1638.77 1650.29 1661.79 12/29/O1 1254.43 1315.32 1373.74 1439.68 1504.40 1575.42 1619.84 1687.93 1699.60 1711.64 GRADE 30C 12/30/00 1253.63 1309.07 1368.14 1435.93 1501.24 1570.22 1613.32 1683.80 1695.28 1706.77 12/29/O1 1291.24 1346.34 1409.18 1479.01 1546.28 1617.33 1661.72 1734.31 1746.14 1757.97 . -A3- APPENDIX A - CLERICAL (CONTINUED) GRADE 31C . 297C HUM71N RESOURCES RECORDS CLERK 248C SECRETARY A B C D E F 10-yr_ 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1286.85 1343.55 1406.38 1470.46 1540.63 1612.11 1657.66 1726.34 1737.83 1749.33 12/29/O1 1325.46 1363.86 1448.57 1514.57 1586.85 1660.47 1707.39 1778.13 1769.96 1801.61 GRADE 32C 249C SECRETPI2Y (STENOGRAPHER) 12/30/00 1322.62 1385.39 1447.02 1514.78 1585.02 1658.90 1706.98 1781.32 1792.82 1804.30 12/29/O1 1362.30 1426.95 1490.43 1560.22 1632.57 1708.67 1758.19 1834.76 1846.60 1658.43 GRBDE 33C 402C BENEFITS SPECIALIST 12/30/00 1358.30 1423.61 1488.92 1556.66 1629.34 1706.98 1754.99 1830.07 1841.56 1853.06 12f29f01 1399.05 1§66_32 1533.59 1603.36 1678.22 1758.19 1807.64 1884.97 1896.81 1908.65 � GR.ADE 034 12/30/00 1397.75 1460.56 1529.53 1598.56 1673.67 1754.99 1803.03 1681.33 1892.87 1904.34 12/29/O1 1439.68 1504.40 1575.42 1646.52 1723.88 1607.64 1857.12 1937.77 1949.66 1961-47 GRADE 34C 506C CLERICAL SUPERVISOR 12/30/00 1397.75 1460.58 1529.53 1598.56 1673.67 1754.99 1803.03 188I.33 1892.87 1904.34 12/29/O1 1439.68 1504.40 1575.42 1646.52 1723.86 1807.64 1857.12 1937.77 1949.66 1961.47 GRFiDE 36C 12/30/00 1475.35 1545.59 1614.56 1692.16 1773.49 1854.60 1909.00 1992.62 2004.11 2015.64 12/29/O1 1519.61 1591.96 1663.00 1742.95 1826.69 1910.44 1966.27 2052.40 2064.23 2076-11 GRADE 37C 12/30/00 1515.67 1587.63 1658.35 1737.89 1821.26 1941.69 1983.26 2066.87 2076.34 2089.6� 12/29/Ol 1561.14 1635.26 1708.10 1790.03 1675.92 1999.94 2042.78 2126.88 2140.69 2152.55 -A4- ,i � � � APPENDIX A TEC�CAL TITLES � GRADE_26S A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (S) (6) (7) (8) (9) (10) 12/30/00 1155.17 1206.63 1253.53 1303.65 1358.74 1410.20 1446.61 1506.61 1522.54 1538.25 12/29/O1 1189.83 1242.83 1291.14 1342.97 1399.50 1452.51 1490.21 1552.01 1568.22 1584.40 GRADE 30S 201C EDP PROGRAM[�SER TRAINEE 12/30/00 1244.37 1296.99 1349.57 1409.05 1469.63 1533.66 1572.56 1639.11 1654.85 1670.57 12/29/O1 1281.70 1335.90 1390.06 1451.32 1513.72 1579.67 1619.74 1688.26 1704.50 1720.69 GRADE 32S 12/30/00 1306.10 1364.43 1422.80 1478.80 1545.08 1614.89 1652.63 1726.12 1741.87 1757.58 12/29/O1 1345.26 1405.36 1465.48 1523.16 1591.43 1663.34 1702.21 1777.90 1794.13 1810.31 • 12/30/00 12/29/Ol GRP.DE 34S 686C ACCOUNTING TECHNICIAN 22 1372.50 1434.23 1495.97 1561.15 1629.75 1700.62 1746.43 1817.84 1833.58 1849.29 1413.66 1477.26 1540.85 1607.98 1678.64 1751.64 1798.82 1872.38 1888.59 1904.77 GRADE 36S 567C EDP PROGRANA�R 12/30/00 1446.61 1509.66 1574.86 1643.48 1716.65 1794.43 1642.47 1920.03 1935.73 1951.45 12/29/O1 1490.21 1554.95 1622.11 1692.78 1768.15 1848.26 1897.74 1977.63 1993.60 2009.99 GRADE 38S 12/30/00 1524.56 1587.44 1659.49 1730.39 1809.31 1665.95 1940.77 2021.01 2036.71 2052.45 12/29/O1 1570.30 1635.06 1709.27 1782.30 1863.59 1942.53 1998.99 2081.64 2097.81 2114.02 • -AS- APPENDIX A - TECHNICAL (CONTINtTED) GR�1DE 40S • 921C HUMAN RESOURCES TECHNICIAN III A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1607_65 1673.68 1749.34 1823.78 1909.16 2003.08 2044.68 2129.00 2144.74 2160.47 12/29/O1 1655.B8 1723.89 1601.82 1878.49 1966.46 2063.17 2106.02 2192.87 2209.08 2225.28 GRADE 42S 12/30/00 1690.38 1766.96 1644.76 1924.80 2010.56 2102.04 2160.37 2250.80 2266.54 2282.25 12/29/O1 1'I41.09 1819.97 1900.10 1982.54 2070.90 2165.10 2225.18 2318.32 2334.54 2350.72 APPENDIX A PROFESSIONAL TITLES GRP.DE 03R A B C D E F G 10-yr. 15-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) • 12/30/00 1162.84 1209.02 1256.40 1319_61 1384.03 1454.54 1526.26 1572.44 1616.19 12/29/O1 1200.05 1247.71 1296.60 1361.84 1428.32 1501.09 1575.10 1622.76 1673.75 GRADE OSR 12/30/00 1234.52 1283_17 1331.76 1401.01 1469.07 1542.03 1617.41 1666.OD 1713.39 12/29/O1 1274.02 1324.23 1374.40 1445.84 1516.08 1591.37 1669.17 1719.31 1774.41 630C BUUGET ASSISTANT 331C HUMFaN RESOIIRCES SPECIALIST I 392C RESEARCH ANALYST I 12/30/00 1306.21 1356.50 1414.44 1483.66 1559.06 1636.87 1717.05 1768.11 1819.14 12/29/O1 1348.01 1401.97 1459.70 1531.14 1608.95 1689.25 1772.00 1824.69 1883.92 GRADE OBR -- - 12/30/00 1346.35 1401_O1 1456.95 1526.68 1602.79 1684.25 1768.02 1821.59 1673.83 12/29/O1 1389.43 1445.84 1503.57 1577.60 1654.08 1738.15 1824.60 1679.68 1940.56 • -A6- APPENDIX A - PROFESSIONAL (CONTINUED) l J GRADE 11R 332C HUMAN RESOURCES SPECIALIST II p r-C.fl�dd A B C D E F G 10-yr. 15-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) 12/30/00 1470.33 1529.88 1590.64 1669.64 1752.29 1841.09 1930.97 1984.42 2047.69 12/29/O1 1517_38 1578.64 1641.54 1723.07 1808.36 1900.00 1992.76 2047.92 2120.62 GR�DE 13R 631C BUDGET ANALYST 12/30/DO 1560.26 1621.06 1666.66 1771.77 1856.62 1950.45 2050.09 2109.67 2169.17 12/29/O1 1610.19 1672.93 1740.63 1828.47 1916.24 2012.86 2115.69 2177.16 2246.42 GRADE 14R 333C HUMAN RESOURCES SPECIALIST III 309C TRNG AND ORG DEV SPEC 12/30/00 1606.46 1669.64 1736.50 1822.83 1915.19 2008.79 2109.67 2171.64 2236.06 12/29/O1 1657.89 1723.07 1792.07 1681.16 1976.48 2073.07 2177.18 2241.13 2315.69 �J GRADE O15 247C RISK ANALYST 12/30/00 1655.10 1721.91 1788.76 1876.30 1971.07 2068.34 2171.64 2236.52 2304.14 12/29/O1 1708.06 1777.01 1846.00 1936.34 2034.14 2134.53 2241.13 2310.15 2386.19 GRADE 16R 224C EMPLOYEE BENEFITS COORDINATOR 413C SELECTION & VALIDATION SPEC 12/30/00 1699.35 1767.44 1836.70 1929.08 2025.10 2125.98 2232.92 2298.57 2365.42 12/29/O1 1753.73 1824.00 1895.47 1990.81 2089.90 2194.01 2304.37 2372.12 2449.65 GRADE 19R 632C SENIOR BUDGET ANALYST 620A WORKERS COMPENSATION CLAIMS AD 12/30/00 1862.93 1935.83 2011.18 2112.09 2217.83 2328.42 2446.34 2515.60 2590.95 12/29/O1 1922.54 199'7.78 2075.54 2179.66 2288.80 2402.93 2524.62 2596.10 2683.22 � -A7- APPENDIX A - PROFESSIONAL (CONTINUED) GRADE 20R A B C D E F G 10-yr. 15-yr. (1) (2) (3) (4) (5) (6) (7) (S) (9) 12/30/00 1917.63 1994.18 2073.20 2176.53 2284.67 2398.69 2516.08 2592.19 2668.76 12/29/O1 1978.99 2057.99 2139.54 2246.18 2357.78 2475.65 2598.66 2675_14 2763.80 GRADE 26R 633C CAZEF BUDGET ANALYST 569A CLAIMS MZiNAGER 12/30/00 2288.35 2378.24 2475.45 2594.58 2727.15 2863.22 3005.41 3095.36 3184.11 12/29/O1 2361.58 2454.34 2554.66 2677.61 2814.42 2954.84 3101_58 3194.41 3297.50 � • � � ORIGI�� Council File # Q I - �d 0 Green Sheet # 106845 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented Referred To Committee Date S RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2001-2002 Agreement between the City of Saint Paul and the City of Saint Paul Classified Confidential Employees Association. Requested by Department of: Benanav Bostrom � � Coleman Harris Re ter f Adopted by Council: Date \� �� O Adoption Certified by Council Secretary � App � � - ' - � �� . �a �r ��., ii/�/! � ��i-" � � - '�� of Labor Relations Form Approved b ' Attomey � By: �(� � Approved b�y M� for Submission to Council By: � /` �'Y'�.(� ��7 (%'✓l�'Z� DEPARTMENT/OFFICE/COUNCII.: DATE INTTIATED GREEN SHEET No.: 106845 O, _�, v LABOR RELATIONS June 18, 2001 CONTACI' PERSON & PHONE: q A'1'E mTr�unATE JiTLIE KRAUS 266-6513 ASSIGN I DEPART[v1EN'C DIIt 4 CIiY COUNCIL NNMggg 2 CI1'Y AITORNEY CITY CLERK NNST BE ON COUNCII. AGENDA BY (DATE) FOR BUDGbT DIlt � E7N. & MGT. SERVICE DIR. ROUTING 3 MAYOR (OR ASST.) � S V 1 ORDER _ TOTAL # OF SIGNATURE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE) acrlox xEQUFSrF:n: Approval of 2001-2002 Agreement between the City of Saint Paul and the Saint Paul Classified Confidential Emgloyees Association. RECOIvIIvIENDATTONS: Approve (A) or Reject (R) PERSONAI. SERVICE CONTRACl'S M[JST ANSWER 1'f� FOLLOWING QUESTIONS: _PLANNING COMIvIISS[ON _CIVIL SERVICE COMbIISSION 1. Has this person/firm ever worked under a contract for thu department? CiB COMbIITTEE Yu No STAF'F 2. Hu this person/fiIm ever been a city emptoyee? DISTRICT COi7ftT Yes No SUPPORTS WHICH COLINCIL OBJECTYVE? 3. Does this pecson/fism possess a skilt not normafly possessed by any cu�rent c�ty employee? Yes No Explain all yes answers on separate sheet and attach to green sheet INITIATING PROBLEM, ISSUE, OPPORTUNITY (Who, Whay When, Where, Why): g� }�BJ��,qC� �+ Current agreement expired December 31, 2000. �� ,� vU�� 2 L�� ADVANTAGESIFAPPROVED: ,� ' - i� An agreement in place through December 31, 2002. This agreement has been ratified by't�e �oi�=inamb�rs: - DLSADVANTAGES IF APPROVED: None. DISADVANTAGES IF NOT APPROVED� No agreement in place - labor unrest. TOTAL AMOUNT OF TRANSACTION: COSTBEVENUE BUDGETED: FONDING SOURCE: ACTIVITY NUMBER: FINANCIAL INFORMATION: (EXPLAIN) [�g2aiCh C@�I$8� l'; :: !t'. w� �� ,� r �T.� � „ .....nr . _ t .� \... 'i v. . '!w�^ �..0 . ' C��-��o ATTAC�IMENT TO THE GREEN SHEET SAINT PAUL CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION Below is a suminary of the changes in the Collective Bazgaining Agreement between the City of Saint Paul and the Saint Paul Classified Confidential Empioyees Association. Durafion: Januazyl, 2001 through December 31, 2002. Wa es: CZerical & Technical Titles - 2001: 2.75% 2002: 3.0% Professional Titles - 2001: 2.95% 2002: 3.2% 35% addition to the 15yr step effective 2002. Health Insurance: The insurance contribution increases follow the same patter as previously negotiated agreements with other bargaining units. Clerical & Technical Titles Singles O1 $229.84 Singles 02 $229.84 + first $40 increase + 50% of the increase if over $40 Family 01 $419.71 Family 02 $419.71 + 60% of the family increase up to $60. If the increase exceeds $100, the City will pay 40% of the excess. Professional Titles Singles O1 $295.00 * Singles 02 $295.00 * Family O1 $393.79 Family 02 $393.79 + 60% of the family increase up to $60. If the increase exceeds $100, the Ciry will pay 40% of the excess. * This will mean a reduction in the unused benefit dollar amount returned to employees at the end of the year and helps accomplish the City's goal of paying benefit dollars exclusively for benefits. Dollazs saved under this proposal were applied towazd salary dollars. Agreed to allow employees in Professional fitles who waive insurance coverage the access to optional coverages at the employees expense if qualified in the 12 months preceding the City's enrollment period. . -� • Deferred Comn: Effective 2002, eligible employees in Clerical & Technical titles with 10+ yeazs of service on 1/1/02 will receive a$50/year match on defened contribufions. Holidavs: Agreed to a change in the process for holiday eligibility detennivation. This change will make the adxninistration of holidays easier for Payroll staff. Effective 12/31/02 Floating Holidays will be moved into the vacation schedule and Floating Holidays will be eliminated. Miscellaneous: Employees wiil no longer be charged a fee for using the Flex Spending Accounts. Agreed to prohibit the addition of new dependents (beyond those of record at the rime of retirement) to the retiree's health insurance plan at City expense after retirement. For employees who aze hired/transferred to the City after 7/1/Ol, any time spent working for the School District will not count toward their length of service for either retiree insurance or severance pay. Combined Severance plans allowing Clerical & Technical employees to receive up to $10,000 after 20 yeazs of service (previously needed 25 yeazs). Grievances relating to terms and conditions of employment to be grieved only through the contract process. Grievances about issues which are not terms and conditions of employment (performance evaluations, classifications, evaluations) to be grieved in accardance with the Civil Service process. Agreed to increase the nuxnber of consecutive days needed to receive Out of Class pay from five consecutive days to 10 consecutive days. Other language changes are of a housekeeping nature for clarificafion and clean up. Costs• 2001 2002 Wages Health Ins. Deferred Comu. Total: $34,844 $ 3,280 $38,124 $39,114 $ actuals unknown at this time $ 400 $39,514 + insurance costs G �Shared�LRCOMMOMCONIRACI�CCEA�2001_2002�aaachgeenshcet wpd �,. : -.. � . ,. , ; _ _ o � i.�_ . ` _. ,. _ _ . _ .- - _ ; .. ._ . 2001.= 20fi2 - - _ : � . -� _" . � AGREE�MENT $�TWEEAT; � � . � � s, TH� CITY 4�' SAINT PAII� � ` _ -. � > �- . , � __� „ � - _- � _ � � . ; - _ �- � _ _ r:. - _ ° - ' C�T�' OF SAI�TT PAUL ;, w -. - � - � .. r � = � , �I;A�SI�'�ED CONFID�NTIAL EIY�P�:QT'�E� : ,, � , , . � , _ :.,_ _ , '° �SSOCIATION , : �. . - . _ INDEX (� �'�0�25 .RTICLE TITLE PAGE Preamble ............................................................. ii 1 Recognition ............................................................1 2 Check off ..............................................................2 3 Hoursof Work ..........................................................2 4 Work Breaks ...........................................................4 5 Holidays ...............................................................4 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage ............................................................8 8 Residency ..............................................................9 9 Vacation ............................................................. 9 10 Insurance .............................................................11 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 12 Employee Records ......................................................18 13 Bulletin Boazds ........................................................18 14 Wages ................................................................19 � 5 Maintenance of Standazds . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 6 Leavesof Absence ......................................................20 17 Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 18 Management Rights .....................................................22 19 Seniority ..............................................................22 20 Discipline .............................................................24 21 LegalServices .........................................................25 22 No Strike- No Lockout ..................................................25 23 Severance Pay .........................................................26 24 Nondiscrimination ......................................................28 25 Sick Leave Usage .......................................................28 26 Termsof Agreement ....................................................29 Appendix ............................................................ A1 � i PREAMBLE LJ Q ( �C9� This Agreement, 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 Association, has as its purpose the promotion of hazmonious relations between the EMPLOYER and the Association, the establishment of an equitabie and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. r1 LJ • ii ARTICLE 1 - RECOGNITION � � ' � �� 1.1 The EMPLOYER recognizes the Association as the sole and exclusive bargaining agent for the purpose � of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Bureau of Mediation Services, dated November 12, 1975, in Case No. 76-PR-658-A and October 14, 1977, in Case No. 77-PR-685-A, and set forth in Section 1.2 below. 1.2 The bargaining unit covered by this Agreement shall consist of the following: All classified confidential empioyees empioyed in: City Attorney's Office, Budget Office, Offices of the Mayor and Human Resources and the Division of Risk and Employee Benefit Management, in the classifications of: Clerical and Technical Group � i Accounting Technician II Benefits Specialist Clerical Trainee Clerk I Clerk II Clerk III Clerk IV Clerical Supervisor Clerk-Typist I Clerk-Typist II Clerk-Typist III Professional Group Budget Analyst Budget Assistant Chief Budget Analyst Claims Manager Employee Benefits Coordinator Human Resources Specialist I Human Resources Specialist II Human Resources Specialist III EDP Programmer EDP Programmer Trainee Human Resources Records Clerk Huxnan Resources Technician III Secretary Secretary (Stenographer) Service Worker II Reseazch Analyst I Risk Analyst Selection & Validation Specialist Senior Budget Analyst Training & Org. Development Specialist Workers Compensation Clauns Adm. � ARTICLE 1- RECOGNITION (Continued) 1.3 Any present or future employee who is not an Association member shall be required to contribute a fair� shaze fee for services rendered by the Association, and upon notification by the Association, the EMPLOYER shail check off said fee from the eaznings of the employee and transmit the same to the Association. In no instance shall the required contribution exceed a pro rata shaze of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The Association agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article 1, Section 13. ARTICLE 2 - CHECK OFF 2.1 The EMPLOYER agrees to deduct the Association 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:' The amounts to be deducted shall be certified to the EMPLOYER by a representative of the ASSOCIATION and the aggregate deductions of ali employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions aze made or as soon thereafter as is possible. 2.2 The Association agrees to indemnify and hold the EMPLOYER harmless against any and all claims, � suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article. ARTICLE 3- HOURS OF WORK 3.1 The normal work day shall be seven and three/fourths (7'/<) consecutive hours per day, excluding 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. 33 For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three/fourths (38'/<) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per norma] work day or per normal work week. � 2 ARTICLE 3- HOURS OF WORK (Continued) � I �° �� 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 Employees in this bazgaining unit working in a title listed in Article 2 under the heading "Clerical and Technical Group" shall be recompensed 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 i/80th of the biweekly rate. The method of compensation shall be determined solely by the EMPLOYER. 3.7 An employee working in a tifle listed in Article 1.2 under the heading, "Professional Group," and which is in Salary Grade 11 or below shall receive overtime compensation in accordance with the Fair Labor Standazds Act (FLSA). The method of this compensation shail be determined solely by the EMPLOYER. It is understood that the FLSA provides overtime compensation only after 40 hours worked (not paid) per week. An employee working in a title listed in Article 1.2 under the heading 'Professional Group," and which is in Salary Grade 12 or above and who, in other than normal circumstances, works more than his/her assigned normal work day or assigned normal work week may receive compensatory time or pay on a straight time basis for the extra hours worked. The method of compensation shall be determined solely by the EMPLOYER. � 8 It is understood by the parties that Section 28.H - Overtime of Resolution No. 3250 shall not apply to employees in this bazgaining unit working under a title listed in Article 1.2 under the heading, "Professional Group." 3.9 Normal work schedules showing the employee's shift, work days and hours shall be posted on all department bulletin boazds at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies or acts of God, and overtime may be required. 3.10 Call-In Pay - When an employee is called to work, he/she shall receive two hours pay if not put to work. If he/she is called to work and commences work, he/she shall be guazanteed four hours pay. These provisions, however, shall not be effective when work is unable to proceed because of adverse weather conditions; nor shall these provisions apply to temporary or emergency empioyees nor to employees employed under any of the titles listed in Section 3.B of the Civil Service Rules under the heading "Special Employments"; nor to any person whose regular scheduled workday is less than four hours. � K.' ARTICLE 3- HOURS OF WORK (Continued) 3.11 Norivithstanding Articles 3.1 through 3.6, employees may, through mutual agreement with the EMPLOYER, work schedules other than schedules limited by ttie normat work day and work week as � set forth in Articles 3.1, 3.2 and 33. Overtime compensation for employees working under such agreements shall be subject to the provisions, for same, as set forth by the Fair Labor Standazds Act. The method of compensation shall be determined solely by the EMPLOYER. It is understood that the FLSA provides overtime compensation only after 40 hours worked (not paid) per week. 3.12 For employees who wish to shaze a position, the EMI'LOYER will attempt to provide options for implementing a sharing arrangement. Such an arrangement must be mutually agreed upon by the EMPLOYER and the employees involved. Vacation, holiday and sick leave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 10 of this Agreement. In the event that one of the employees participating in the shazed position is temunated or terminates employment, the EMPLOYER shali post the job sharing vacancy for a period of ten (10) days. If at the end of ten (10) days such vacancy cannot be filled, the EMPLOYER shall have the option of increasing the remaining employee's work hours. 3.13 Articles 3.11 and 3.12 shall not be subject to the provisions of Article 6 of this Agreement. ARTICLE 4 - WORK BREAKS 41 Rest Periods All employees work schedules shall provide for a fifteen minute rest period during each� one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduled to work a full half shi$ beyond his/her regular quitting time, he/she shall be entitled to the rest period that occurs during said half shif[. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Yeaz's Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day after Thanksgiving Memorial Day Christmas Day Independence Day Two floating holidays (expues,l2/31/02) Labor Day �� . d � _C9 g� ARTICLE 5 - HOLIDAYS (Continued) Eligible empIoyees shalI receive pay for each of the holidays listed above, on which they perform no � work. Whenever any of the holidays listed above falls on a Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above falls on a Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be obseroed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the conuact yeaz, subject to the approvat of the Department Head of any employee. Effective 12/31/02 the floating holidays set forth in 5.1 above will be eliminated and the vacation schedule will be increased by two days at each level. 53 Eligibility Requirements In order to be eligible for a holiday with pay, an empioye must be employed as of the date of the holiday and have paid hours on the payroll for that pay period. The amount of holiday time eamed shall be based upon the number of non-holiday hours paid to the employee during that pay period (see proration charts in Salary Plan and Rates of Compensation). For the purposes of this section, paid hours include hours actually worked, vacation time, compensatory time, paid leave and sick leave. It is further understood that neither temporary, emergency, nor other employees not heretofore eIigible shaIl receive holiday pay. 5.4 Not withstanding Article 5.3, a temporary employee shall be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shalt be eligible for any floating holidays. � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The EMPLOYER shall recognize stewazds selected in accordance with Association rules and regulations as the grievance representative of the bargaining unit. The Association shall notify the EMPLOI'ER in writing of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOYER and the Association that the processing of grievances as hereinaRer provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The stewazd involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the stewazd and the employee have notified and received the approvai 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 For the purposes of this ArticIe 6, a grievance is defined as an alIeged violation of the terms and conditions ofthis Agreement. � 5 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) 6.4 Grievances shall be resolved in conformance with the following procedure: � Step 1 Upon the occurrence of an alleged violarion of this Agreement, the employee involved with or without the steward 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 may be reduced to writing and referred to Step 2 by the Association. The written grievance 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 requested. Any alleged violation of the Agreement not reduced to writing by the Association within fourteen (14) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. Step 2 Within seven (7) work days after receiving the written grievance a designated EMPLOYER supervisor shall meet with the Association stewazd and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the EMPLOYER shall reply in writing to the Association within seven (7) work days following this meeting. The Association may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the EMPLOYER's written answer. Any grievance not referred in writing by the Association within seven (7) work days following receipt of the EMPLOYER's answer shall be considered waived. Step 3 Within seven (7) work days following receipt of a grievance referred from Step 2, a designated EMPLOYER supervisor shall meet with the Association Business Manager or his/her designated representative, the employee and the stewazd and attempt to resolve the grievance. Within seven (7) work days following this meeting, the EMPLOYER shall reply in writing to the Association stating th� EMPLOYER'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 in writing by the Association to Step 4 within seven (7) work days following receipt of the EMPLOYER's answer shall be considered waived. Optional Mediation Step I. If the grievance has not been satisfactoriIy resolved at Step 3, either the Union or the > . _._. grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thiriy (30) days of the assignment unless the parties mutually agree to lengthen the time limit. 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance azbitration. When grievance mediation is invoked, the contractval time limit for moving the-grievance to azb�uation shall be delayed for the-period of inediation. �� C� . 6 e —C9 `b� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continaed) 3. The grievance mediation process shatl be informal. Rules of evidence shali not apply and no � record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and azgument to support their case. The mediator may meet with the parties in joint session or in sepazate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an azbitrator might rule in this case. 5. The grievant shatl be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shall sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shatl not be precedenfial. 6. If the grievance is not resolved and is subsequently moved to azbitration, such proceeding shalt be de novo. Nothing said or done by the parties or the mediator during grievance mediation, with respect to their positions conceming resolution or offers of settlement, may be used or referred to during azbitration. Step 4 If the grievance remains unresolved, the Association may within seven (7) work days after the response of the EMPLOYER in Step 3, by written notice to the EMPLOYER, request arbitration of the grievance. The azbitration proceedings shall be conducted by an azbitrator to be selected by mutual agreement of the EMPLOYER and the Association within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an azbitrator within the said seven (7) day period, either � party may request the Bureau of Mediation Services to submit a panel of five (5) azbitrators. Both the EMPLOYER and the Association shall have the right to strike two (2) names from the panel. The Association shall strike the first (lst} name; the EMPLOYER shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 65 The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the EMPLOYER and the Association and shall have no auttiority to make a decision on any other issue not so submitted. The azbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the appiication 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 be later, unless the parties agree to an extension. The decision shall be based solely on the azbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the arbitrator shail be final and binding on the EMPLOYER, the Association and the employees. 6.6 The fees and expenses for the azbitrator's services and proceedings shall be bome equally by the EMPLOYER and the Association, provided that each party shall be responsible for compensating its own representatives and witnesses. If either pariy desires a verbatim record of the proceedings, it may � cause such a record to be made, providing it pays for the record. 7 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the EMPLOI'�� and the Association. 6.8 The procedure established by this Article shall be the sole and exclusive procedure for the processing of gievances, wluch aze defined as an alleged violation of the terms and conditions of this agreement. However, this Article does not abridge grievance rights possessed by eligible Veteran's under applicable Veterans' statutes. It is understood that issues not related to terms and conditions of employment (for example: topics listed in Civil Service Rule 26III A, B, C- performance reviews, examinations and classification) shall continue to be processed in accordance with the grievance procedure outlined in the Civil Service Rules. 6.9 The provisions of this Article 6 shail not apply to Articles 3.11 and 312 of this Agreement. ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance oftheir duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive vrritten authorization from the Department Head. � Type i If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shali be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed $.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the Department Head or designated representative determines that an EMPLOYER vehicle is available for the employee`s use but the employee desires to use his/her own automobile, then the employee shall be, reimbursed at the rate of . per mi e ven an s not e e igi e or any per diem. Type 2 If an employee is required to use hislher own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shali be reimbursed $.20 per mile for each mile actually driven. If such empioyee is required to drive an automobile during employment and the department head or designated representative detemunes that an EMI'LOYER vehicle is available for the employee's use but the employee desires to tue hisJher own automobile, then the employee shatl be reimbursed at the rate of $.20 per mile driven and shall not be eligibie for any per diem. � 0 ARTICLE 7 - CITY MILEAGE (Continued) � � - � O � � 73 The City will provide pazking at the Civic Center Pazking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personai car available for � City business. Such pazking will be provided only for the days the employee is required to have his or her own personal caz available. 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations goveming the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and sha11 file monthiy affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single lunit coverage, with the City of Saint Paul named as an additional insured. These rules and regularions, together with the amendment thereto, shall be maintained on file with the City Clerk. ARTICLE 8 - RESIDENCY 8.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall apply to all employees covered by this Agreement. AR.TICLE 9 - VACATION �.1 Each employee working in a title listed in Article 1.2 under the heading "Clerical and Technical Group" shalt accumulate vacation credits at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service Effective 12/31/02: � 1 st yeaz thru 4th yeaz Sth yeaz thru 9th yeaz I Oth yeaz thru 15th yeaz 16th yeaz thru 23rd year 24th yeaz and thereafter Years of Service 1 st yeaz thru 4th yeaz 5th yeaz thru 9th yeaz l Oth yeaz thru 15th year 16th yeaz thru 23rd year 24th yeaz and thereafter Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) .1000 (26 days) Hours of Vacation .0462 (12 days) .0692 (18 days) .0808 (21 days} .0962 (25 days) .1077 (28 days) 0 ARTICLE 9 - VACATION (Continued) 9.2 Each employee working in a title listed in Article 1.2 under the heading "Professionai Group" shall � accumulate vacation at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service Effective 12/31/02: 93 � 1 st yeaz thru 4�' year 5�' yeaz thru 7"' year 8th year thru 15th yeaz 16th yeaz thru 19th yeaz Twenty yeazs and beyond Years of Service 1 st yeaz thru 4 yeaz 5�' year thiv '7"' yeaz Sth yeaz thru 15th yeaz 16th yeaz thru 19th yeaz Twenty yeazs and beyond Hours of Vacation .0577 (IS days) .0692 (18 days) .0846 (22 days) .0962 (25 days) .1000 (26 days) Hours of Vacation .0654 (17 days) .0769 (20 days) .0923 (24 days) .1d38 (27 days) .1077 (28 days) The Head of the Department may permit an employee to carry over up to one hundred twenty (120) hours of vacation into the next IRS payroll reporting year. The above provisions of vacation shali be subject to the Saint Paul Salary Plan and Rates of � Compensation, Section I, Sub. H. 9.5 Employees under the heading "Professional Group" may request compensation in cash for up to one week of unused vacation within each IRS payroll reporting yeaz. Payment will be at the discretion of the Departrnent Head and additionally, limited by the availability of funds in the Department's Budget. Such election must be made in writing on or before December 1 of each IRS payroll reporting yeaz. If the employee elects to sel] vacation, the payment for such sold vacation shall be made in a lump sum in the neazest full payroll period following the election date. The payment shall be in an amount equai to the number of hours sold times the employees regulaz rate of pay in effect as of the date of such election. Arti 1 9 5 chali nnr hP c, �Prt rQ rhP n nf.ArticlP F ofth;��yPnt .----_ 9.6 If an empioyee under the heading "Professional Group" has an accumulation of sick leave credits in excess of one hundted eighty (180) days, s/he may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of sick leave credit. The maximum number of days vacation allowed by the conversion of such leave credits shall be no more than five (5) days in any one IRS payroll reporting year. Invoking the use of this Article at any time within the IRS payroll reporting yeaz, with the exception of those who retire during the reporting yeaz, will prohibit the use of Article 9.5 above. � 10 ARTICLE 10 - INSURANCE Active Employees C� ( -C��d �0.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the EMPLOYER shall be solely controlled by the contracts negotiated by the EMPLOYER and the benefit providers. The EMPLOYER will attempt to prevent any changes in the benefits offered by the benefit providers. However, ihe employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. 10.2 For each eligible employee working under a title listed in ARTICLE 1.2 under the heading "Clerical and Technical Group; ' who is employed full time and who selects single employee health coverage provided by the EMPLOYER, the EMPLOYER agrees to contribute $211.62 [amount of 2000 single premium] per month plus any increase in the 2001 single health insurance premium up to $40.00 per month. If the 2001 single health insurance premium increase is over forty ($40.00) dollazs, the EMPLOYER will contribute 50% of the amount over ($40.00) dollars.[ for 2001 the increase in the single premium is $18.22/month] Effective for the January, 2001 insurance premiums, for each eligible employee who selects family health insurance coverage, the EMPLOYER will contribute 401.49 plus an amount equal to the 2001 singIe heaIth insurance premium increase up to forty ($40.00) doIlazs. If the Z001 singIe health insurance premium increase is over forty ($40.00) dollazs, the EMPLOYER will contribute 50% of the amount over forty ($40.00) dollazs. � Retroactive payment adjustments shall apply only to Employees who were employed by the City as of the date of signing of this contract. 103 Effective for the January 2002 insurance premiums, for each eligible employee covered by this agreement who is employed full-time and who selects single employee health insurance coverage provide by the EMPLOYER, the EMPLOYER agrees to contribute the 2001 contribution plus an increase up to forty ($40.00) dollazs per month. If the single health insurance premium increase for 2002 exceeds forty ($40.00) dollazs per month, the EMPLOYER will contribute 50% of the amount over forty ($40.00) dollazs. Effective for the January, 2002 insurance premiums, for each eligible full-time employee shown in ARTICLE 10.2 above who selects family health insurance coverage, the EMPLOYER wiil contribute the 2001 contribution pius 60% of the family premium increase in 2002 up to $60.00. If the 2002 family premium increase exceeds $100.00, the City will pay 40% of the excess increase. If in either year the number of pians increases, the increase wiil be based on the average premium. � LJ 11 ARTICLE 10 - INSURANCE (Continued) 10.4 Effective for the January, 2001 insurance premiums, for each eligible full-time employee working und� a title listed in ARTICLE 1.2 under the heading "Professional," the EMPLOYER agrees to contribute, $295.00 per month towazd the cost of 2001 Single Health Insurance Coverage, or $375.57 (amount of the 2000 family premium) plus an amount equal to the 2001 single health insurance premivm increase up to forty ($40.00) dollazs per month towazd the cost of Family Health Insurance Coverage. If the 2001 single health insurance premium increase is over forty ($40.00) dollazs, the EMPLOYER will contribute 50% of the amount over forry ($40.00) dollars. (For 2001, because the increase in the single premium is $18.22/month, the EMPLOYER's contribution to the family premium will be $393.79.) Retroactive payment adjustments shall apply only to Employees who were employed by the City as of the date of signing of tlus contract. 10.5 Effective for the January, 2�02 insurance premiums, for eligible fuli-time employees shown in ARTICLE 10.4 above, the EMPLOYER agrees to contribute $295.00 per month towazd the cost of Single Health Insurance Coverage, or for Family Heaith Insurance Coverage the 2001 family contribution plus 60% of the 2002 family coverage premium increase in 2002 up to $60.00. If the 2002 family premium increase exceeds $100.00, the City will pay 40% of the excess increase. If in either yeaz the number of pians increases, the increase will be based on the average premium. 10.6 For the purpose of this ARTICLE 10, full-time benefits will apply to those part-time employees who appeaz on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annual open enroilment or special enrollments, or the six month period preceding* initial enrollment. Three-quarter time benefits wili apply to those part-time employees who appear on the payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enroliment or special enrollments, or the si�t month period preceding initial enrollment. Half-time benefits will apply to those part-time employees who appear on the payroll an average of at least 4O ho�r,c bnt lecc than 5� hnnrc �ner hiv �PP�l��,T a3 � r Pri�.� f� the twelu�El�}�F�t�= ---- preceding the annual open enrollment or special enrollments, or the six month period preceding initial enrollment. 10.7 For each eligible employee covered by this AGREEMENT who is eligible for half-time benefiu and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute fifty percent (50%) of the amount contributed for employees eligible for full-time benefits with the same single or family selection in the same insurance plan. � 12 ARTICLE 10 - INSURANCE (Continued) 6 �_C�`�a For each eligible employee covered by this AGREEMENT who is eligible for three-quarter time benefits � and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute seventy-five percent (75%) of the amount contributed for employees eligible for full-time benefits with the same single or family selection in the same insurance plan. Part-time employees who aze permanently appointed to a fuli-time (80 hours per biweekly pay period) position after the commencement of the plan yeaz, shall be made eligible for full-time benefits after they have completed at least forry hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan yeaz, shall be reduced to the benefit level applicable for tl�e hours scheduled by the department. Such reduction shail take efFect on the first month the employee does not complete a monthiy qualifying pay period as a full-time employee. 10.8 For each eligible employee working in a title listed in ARTICLE 1.2 under the heading "Clerical and Technical Group," and who has selected health insurance coverage, the EMPLOYER agees to contribute the cost of $20,000 life insurance. Employees who waive participation in the health insurance plan shall not be eligible for this life insurance, nor shall they be eligible to participate in any optional coverages or flexible spending accounts. 10.9 Under the "Cafeteria Plan," all benefits eligible employees (i.e. 40 hours/pay period or more), working in a title listed in ARTICLE 1.2 under the heading "Professional" may select single health insurance coverage and employee life insurance in an amount equal to the employee's annual salary to the neazest � full thousand if they elect to participate. Employees who waive participation shail be eligible to participate in optional coverages at the employee's expense if the employee is benefit eligibie for each of the preceding tweive months. For the purpose of this section, the employee's annual salary shall be based on the employee's salary as of the month prior to the annual open enrollment. Any unused portion of the EMPLOYER'S contribution for which a participating employee is eligible is defined as unused benefit dollars, not salary, and shall be paid to the employee as ta�cable income. Such payment will be made during the month of January following the insurance yeaz. For empioyees who terminate their employment with the City of Saint Paul, no such payment for unused benefit dollars shall be made following termination. 10.10 Employees covered by this Agreement will be eligible to participate in the Flexible Spending Accounts as offered by the EMPLOYER. The service fee chazged to participating employees shali be paid by the EMPLOYER. 10.11 Retroactive EMPLOYER'S insurance contributions shall apply to all who remain employed by the EMPLOYER as of the date of signing this agreement. � 13 ARTICLE 10 - INSURANCE (Continued) Retiree Insurance for Clericai, Technical and Professional Employees � 10.12 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the EMPLOYER contributions, listed in Sections 10.13 through 10.23 below, towazd a health insurance plan offered by the EMPLOYER: 10.12(1) 10.12(2) Be receiving benefits from a public empioyee retirement act at the time of retirement, and Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and 10.12(3) Service requirements for retiree health insurance eligibility will not include yeazs of service with School District No. 625 for employees hired by the City, or transferred to the City, after February 27, 1998. 10.12(4) If an employee does not meet the yeazs of service requirement in sections 10.13 through 1 O.l 6, s/he may purchase, at their own expense, the coverage currendy in effect at the time of retirement through the EMPLOYER's insurance program if they meet the requirements of Chapter 471.61 (formerly Chapter 488) of Minnesota Statute. Early Retirees 10.13 This Section applies to employees who: 10.13(1) Retire on or after January 1, 1996, and 10.13(2) Have completed twenty (20) yeazs full-time service with the City of Saint Paui, unless receiving a disability pension from the City of Saint Paul, and 10.13(3) Were appointed prior to January 1,1996, and 10.13(4) Meet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the EMPLOYER. � Unul such em,plovees reach sixtx-five 651 veazs of �ge the EMPi.OYER ag�ee to contribute a _ maacimum of $350.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the reriree. In addition, the EMPLOYER will contribute the cost for $S,OOO life insurance coverage for employees under the heading of "Professional" and the cost for $20,000 life insurance coverage for employees under the heading of "Clerical and Technical Group;' until the retiree attains the age of siaity-five (65) Only dependents of record at the time of retirement shall be eligible for City contribution. When such early retiree attains age sixty-five (65), tfie provisions of Section IO.I S shalT appIy. � 14 ARTICLE 10 - INSURANCE (Continued) G r-��a 10.14 This Section shall apply to employees who: • 10.14(1) Retire on or after January 1, 1996, and have completed riventy (20) yeazs full-time with the City of Saint Paul, unless receiving a disability pension from the City of Saint Paul, and 10.14(2) Were appointed on or after January 1, 1996, and 10.14(3} Have not attained age sixty-five (65) at retirement, and 10.14(4) Meet the conditions of Section 10.12 above, and 10.14(5) Select a health insurance plan offered by the EMPLOYER. Until such employees reach sixty-five (65) yeazs of age, the EMPLOYER agrees to contribute a maafimum of $300.00 per month towazd the cost of single health insurance coverage; no EMPLOYER contribution will be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the EMPLOYER will contribute the cost for $S,OOO life insurance until the retiree attains the age of sixty-five (65). When such eazly retiree attains age sixty-five (65), the provisions of Section 10.16 shall apply. Regular Retirees (Age 65 and over) 10.15 � This Section shall apply to fuli-time employees who: 10.15(1) 10.15(2) 10.15(3) 10.15(4) 10.15(5) 10.15(6) The EMPLOYER agrees to contribute up to a maximum of $550.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. Only dependents of record at the tune of retirement shall be eligibie for City contribution. Retire on or after January 1, 1996, and Were appointed prior to January 1, 1996, and Have completed twenty (20) years full-time with the City of Saint Paul, uniess receiving a disability pension from the City of Saint Paul, and Have attained age si�cty-five (65) at retirement, and Meet the conditions of Section 10.12 above, and Select a health insurance plan offered by the EMPLOYER. � 15 ARTICLE 10 - INSURANCE (Continued) 10.16 This Section shall apply to full-time employees who: 10.16(1) Retire on or after January 1, I996, and 10.16(2) Were appointed on or after January 1, 1996, and 10.16(3) Have completed twenty (20) yeazs full-time service with the City of Saint Paul, unless receiving a disability pension from the City of Saint Paul, and 10.16(4) Have attained age sia�ty-five (65) at retirement, and 10.16(5) Meet the conditions of Section 10.13 above, and 10.16(6) Select a health insutance plan offered by the EMPLOYER. � The EMPLOYER agrees to contribute up to a masimum of $300.00 per month towazd the cost of single health insurance coverage; no EMPLOYER contribution wili be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 10.17 In the event of reduction of hours of employment for budgetary reasons during the last twelve (12) months of employment, the eligibility will be determined by the previous forty-eight (48) months before the reduction. 10.18 Employees who have completed twenty (20) yeazs of full-time service with the City of Saint Paul and reduce to part-time prior to retirement and who aze eligible and enrolled in the City's medical plan � continuously until retirement shall be eligible for full-time benefits at retirement. 10.19 Eazly or Regulaz Retirees who aze eligible for EMPLOYER conh towazds the cost of single coverage only may continue dependent health insurance coverage at their own expense. , 10.20 The surviving spouse of an employee carrying family coverage at the time of lus/her death due to a job connected injury or iliness which was detemuned to have arisen out of and in the course of his/her employment under worker's compensation law shall continue to be eligible for City contribution in the same proportions as is provided for retired employees. In the event of the death of an eazly retiree who retired under Section 10.13 or a regular retiree who refired under Section 10.15, the dependents of the retiree shall have the option, within thirty (30) days, to continue the current health insurance covera e wtuch sazd de nden ' - , , g ` pe ts previously had, af flie preiniucri and EMPLOYER contribution accorded to the eligible deceased retiree. Dependents not of record at the time of retirement may continue coverage at their own expense. � 16 ARTICLE 10 - INSURANCE (Continued) 6 � -C�� In the event of the death of an eazly or regulaz retiree who was eligible for EMPLOYER contribution M towards single health insurance coverage only, dependents on the EMPLOYER's plan at the time of the retiree's death may continue coverage at their own expense. It is further understood that coverage shall cease in the event o£ 10.20(1) Subsequent remartiage of the surviving spouse of the deceased employee or retiree. 10.20(2) The empioyment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said EMPLOYER. In this event, however, the surviving spouse or dependent shail have the righf to maintain City heaith insurance for the first ninety (90) days of said employment. 10.21 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrolled in the City health insurance Program. 10.22 The contributions indicated in Article 10 shall be paid to the EMPLOYER's third party administrator. 10.23 The following list of employees is a good faith effort by tt�e City and the Association to identify employees, as of this contract date, who were hired by the City of Saint Paul prior to January 1, 1991, � and who have less than twenty (20) yeazs of service with the City of Saint Paul upon reaching the age of sixty (60). The intention of the parties is to include only those employees that aze represented by the AssociaTion prior to January 1, 1996, and are still employed by the City as of the signing of this Agreement. 10.23(1) The following employees wiil qualify for heaith insurance coverage as specified below at the age of sixty (60) with a minimum of fifteen (15) yeazs of service. The requirements of Section 10.13 must be met by the employee. If any of the following employees choose to continue their employment beyond age sixty (60) and attain (20) yeazs of service with the City, they may qualify as provided for under this Agreement. Janice Bunde Mike Foley The EMPLOYER agrees to contribute a maYimum of $350.00 per month towazd the cost of single health insurance coverage offered to Early Retirees. Upon reaching the age of sixty-five (65), the EMPLOYER agrees to contribute a maacimum of $550.00 towazds the cost of single health insurance coverage offered to Regular Retirees. Any unused portion shali not be paid to the retiree. No EMPLOYER contribution will be appiied to the cost of dependent health insurance coverage, nor wili Survivors of these employees be eligible for EMPLOYER contribution. � 1'7 ARTICLE 10 - INSURANCE (Continued) 10.24 A retiree's participation in the City's health insurance plan must be continuous. The retiree mus� be participa�ing in a City health insurance pian at the time of retirement. If a retiree chooses not to participate at the time of his/her retirement or if a retiree discontinues his/her participation at a later date, such retiree will not be eligible for any future participation or for any EMPLOYER contribution. 10.25 Additional dependants beyond those of record at the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. ARTICLE ll- WORKING OUT OF CLASSIFICATIOI�T 11.1 Any employee working an out-of-class assignment for more than ten (10) consecutive days shall receive a higher rate of pay for the out-of-class assignment in the higher classification starting from the first day the employee was required to work the out-of-class assignment. For the purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, the significant duties and responsibilities of a position different from the employee's regulaz position, and which is in a classification higher than the classification held by the 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 regulaz appointment to the next higher classification in the employee's current class series. 11.2 For the following classifications, the provisions of 11.1 shall not apply to performance of the duties of � the next higher classification in the job series: Clerk I Clerk-StenographerI Clerk-Typist I ARTICLE 12 - EMPLOYEE RECORDS 12.1 Any member of the bazgaining unit may, during usual working hours, with the approval of the �� supervisor, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such file. ARTICLE 13 - BULLETIN BOARDS 13.1 The EMPLOYER sfiall piovide reasonable bullefin space for use by the Union in posting norices of Union business and activities, said bulletin boazd space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin board is sub}ect to approval of the Deparnnent Head. � � ARTICLE 14 - WAGES � \ — �� 14.1 The wage schedule, for the purposes of this contract, shall be Appendix A, attached hereto. Both parties \� agree that the mclusion of the classificauons and salary ranges in Appendix "A" does not preclude the EMPLOYER from the following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading ciassifications 5. Reciassifying positions 14.2 � � Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the Agreement. No employee in this bazgaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. The rates in the wage schedule in Appendix A shall reflect the following adjustments: Clerical & Technicai titles Effective December 30, 2000: Effective December 29, 2001: Professional titles Effective December 30, 2000: Effective December 29, 2000: 2.75% increase 3.00% increase 2.95% increase 3.20% increase Retroactive pay adjustments shall apply oniy to employees who were employed by the City as of the date of signing this contract. Members of the Association transferring to another bazgaining unit that has already received a retroactive adjustment for similar effective dates and percentages shall receive retroactive pay from these effective dates through the date of their leaving this Association. ARTICLE 15 - MAINTENANCE OF STANDARDS I5.1 The parties agree that all conditions of employment relating to wages, hours of work, overtune differentials, vacations and ail other general working conditions shall be maintained at not less than the highest minimum standazd set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this Agreement, and the conditions of employment shall be unproved wherever specific provisions for improvement aze made elsewhere in this Agreement. � 19 ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make application for a leave � absence not to exceed one year. A leave of absence shall be granted on the basis established in the Ci Service Rules (Resolution No. 3250). 16.2 Military Leave With Pay - Any employee who shall be a member of the National Guazd, the Naval Militia or any other component of the militia of the State, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted 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 sfatus, efficiency rating, vacation, sick leave or other benefits for ali 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 or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendaz yeaz, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee (1) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. � 16.3 Military Leave Without Pay - Any employee who engages in active service in time of waz or other emergency declazed by the proper authority of any of the military or naval forces of the state or of the United States for which leave is not othenvise ailowed by law shall be entitled to leave of absence from employment without pay during such service with right ofreinstatement and subject to such conditions as aze imposed by law. Such leaves of absence shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statute. 16.4 Jury Duty - Any employee who is required during his/her regulaz working hours to appeaz in court as a juror or witness, except as a witness in his/her own behalf against the CITY, shall be paid his/her regulaz pay while he/she is so engaged. Provided, however, that any fees that the employee may receive from the court for such service shall be paid to the CITY and be deposited with the EMPLOYER. Any employee who 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/she is required to appeaz in court as a juror or witness. � �I] ARTICLE 16 - LEAVES OF ASSENCE (Continued) � � -�sa 16.5 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service . Rules, shall be granted three days of such leave to attend the funeral of the employee's grandparent or grandchild. Employees who have accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted leave with pay for such period of time as the Head of the Department deems necessary, on account of death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of the household. 16.6 Union Leave - Any employee elected or appointed to a full time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one yeaz for the purpose of conducTing the duties of the exclusive representative. 16.7 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or ili City employee. Such paid sick leave eligibility shall begin upon certification by the employee's attending physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Pazental leave of absence without pay shail be granted to a natural parenf or an adoptive pazent who requests such leave in conjunction with the birth or adoption of a child. Such leave may be extended an additional twelve (12) months by mutual agreement between the employee and the EMPLOYER. Refusal on the part of the EMPLOYER to grant an extension of such leave shali not be subject to the provisions of Article 6 of this Agreement. � Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 16.8 Education Leave - Leave with pay may be granted for educational purposes at the option of the EMPLOYER. 16.9 Voluntary Leave - No Pay - A full-time empioyee may be granted up to 480 hours of voluntary leave of absence without pay during the fiscal yeaz. During such leave of absence, the employee shall continue to earn and accrue vacation and sick leave, seniority credits and maintain insurance eligibility as though he or she were on the payroll. Any leave of absence granted under this Article is subject to the approval of the Department Head. � 21 ARTICLE 17 - DEFERRED COMPENSATION 17.1 Beginning January 1, 2002, employees working in a title listed under ARTICLE 1.2 of the "Clerical � Technical Group" who have compieted ten (10) years of service shall have a$50.00 deferred contribution match paid by the EMPLOYER as indicated in the eligibility requirements below. 17.2 The EMPLOYER will match contributions by the fust paycheck closest to October 1 of the plan year. 17.3 Eligibility Requirements: A. Employees must have been in ihe CCEA bargaining unit (Clerical or Technical title) effective i/1 of the pian year. B. Qualifying yeazs of service (determined by date of hire) must have been attained by 1!i of the plan yeaz. C. Employees cannot have been on lay off from City employment during the 12 month time period preceding July 1 of the plan yeaz. D. Employees must have the full amount ($50.00) of their contribution made by September 1 of the plan yeaz (or by the employee's date of separation from this bazgaining unit, if such separation occurs before September 1) in order to receive the EMPLOYER match. E. Employees separated for cause from this bargaining unit are specificaliy excluded from the EMPLOYER match program. � ARTICLE 18 - MANAGEMENT RIGHTS 18.1 The Association recognizes the right of the City to operate and manage its affairs in all respects in accordance with applicable laws and regulations or appropriate authorities. All rights and authority which the City has not officiaily abridged, delegated or modified by this Agreement aze retained by the CITY. r8�.� A pu fic EMPLOYER is not required to meet and negotiate on matters of inherent managerial policy, � which include, but aze not limited to, such azeas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 19 - SENIORITY 19.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, regulaz and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class title covered by this Agreement, it being further understood that seniority is confined to the current class assignment held by an empioyee. In cases where two or more employees aze 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. 22 � / �• ARTICLE 19 - SENIORITY (Continued) 19.2 �.3 Seniority shall temunate when an employee retires, resigns, or is discharged. In the event it is determined by the EMPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the tides listed below under Column A, layoff shall be based on inverse length of total seniority in all titles tisted on the corresponding line under Column B. The Departrnent will identify such least senior employee in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there aze any vacancies in any of the titles under Column B on which seniority was based, in any other City Departrnent, the Human Resources Department shall place the affected employee in such vacancy. If two or more vacant positions aze availabie, the Human Resources Office shall decide which vacant positions the affected empioyee shali fill. If no vacancy exists in such titles, then the least senior City employee in such titles shall be identified, and if the employee afFected by the original departmental reduction is more senior, he/she shail have the right to claim that position and the least senior City employee in such titles shall be the employee laid off. For the purposes of this article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City empIoyee. Column A �lerk I lerk II Cterk-Typist I Cierk-Typist II Cierk-StenographerI Cashier I Cashier II Accounting Machine Operator I Accounting Machine Operator II Data Entry Operator I Data Entry Operator II Duplicating Equip. Operator Trainee Duplicating Equip. Operator Column B Clerk I, Cierk II Clerk I, Clerk II Cierk-Typist I, Clerk-Typist Ii Clerk-Typist II, Clerk-Typist I Clerk-Steno I, Clerk-Steno II Cashier I, Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine Operator II Accounting Machine Operator II Accounting Machine Operator I Data Entry Operator I, Data Entry Operator II Data Entry Operator II, Data Entry Operator I Duplicating Equip. Operator Trainee, Duplicating Equip. Operator Duplicating Equip. Operator, Duplicating Equip. Operator Trainee 19.4 In cases where there aze promotional series such as Clerk I, II, III, etc., when the number of emptoyees � in these higher titles is to be reduced, employees who have held lower titles which are in this bazgaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs aze made by any class title within any departrnent. 23 ARTICLE 19 - SENIORITY (Continued) 19.5 In cases where an employee to be laid off has held no regulaz appointment in a lower title in the same � promotional series as his/her current title, that employee will be offered a reduction to the title within the bazgaining unit to which he/she was regulazly appointed immediately prior to his/her current title, so long as there is either a vacancy or if no vacancy exists a less senior employee in such title may be displaced. In cases where an employee to be laid offhas held no regulaz appointment to any tifles immediately prior to his/her current tiUe, said employee shall be laid off: The empioyee reducing into a tifle formerly heid must satisfactorily complete a six-month probationary period in such tide. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name will be placed on the reinstatement register in his/her former title and "bumping" rights herein shall not again apply to such empioyee. This procedure wiil be followed by the City for City employees, and by the Boazd of Education for Boazd of Education empioyees; however, City employees being reduced or laid off may not displace Boazd of Education empioyees; Boazd of Education employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously heid. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeaz� of layoff. ARTICLE 20 - DISCIPLINE 20.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in the form o£ 20.1 Oral reprimand; 20.2 Written reprimand; 203 Suspension; 20.4 Reduction; 20.5 The listing above of 20.1 through 20.5 does not indicate that such forms of discipline must be progressive and in such order for any one employee. 20.2 Suspensions, reductions and discharges will be in written form. 203 Employees and the Association will receive copies of written reprunands and notices of suspension and discharge. 203 (1) Any written reprimand made conceming any member of tYus Bazgaining Unit which is filed with the Human Resources Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City • shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 24 � t -c��d ARTICLE 20 - DISCIPLINE (Contiaued) 20.4 Employees may examine all information in their EMPLOYER personnel files that concems work � evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the EMPLOYER. 20.5 Discharges will be preceded by a five (5) calendaz day preliminary suspension without pay. During said period, the employee and/or Association may request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During said five (5) calendar day period, the EMPLOYER may affirm the suspension and dischazge in accordance with Civil Service Rules, or may modiFy or withdraw same. 20.6 An empioyee who is being questioned in a disciplinary investigation which could lead to discipline of the employee shall be offered the right to have an Association representative present during questioning. ARTICLE 21 - LEGAL SERVICES 21.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the EMPLOYER shall defend save harmless and indemnify an employee, and/or his/her estate, against any claim or demand, whether groundless or otherwise, azising out of an alleged act or omission occurring in the performance and scope of the employee's duties. 21.2 Notwithstanding Articie 21.1, the EMPLOYER shall not be responsible for paying any legal service fee • or for providing any legal service arising from any legai action where the empioyee is the PIaintiff. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Association, its officers or agents, nor any of the employees covered by this Agreement will engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the full performance oftheir duties during the Iife ofthis Agzeement, except as specificaIIy alIowed by the Public Employment Labor Relations Act. In the event of a violation of this article, the EMPLOYER will wam employees of the consequences of their action and shal] instruct them to immediately retum to their normal duties. Any employee who fails to return to his/her full duties within twenty-four (24) hours of such waming may be subject to the penalties provided in the Public Employment Labor Relations Act. 22.2 No lockout, or refusal to aliow empioyees to per£orm available work, shatl be insfituted by the EMPLOYER and/or its appointing authorifies during the life of this Agreement. • 25 ARTICLE 23 - SEVERA.NCE PAY 23.1 The EMPLOYER shall provide three distinct severance pay plans as set forth in this Article. Eligibility Requirements 23.2 To be eligible for any of the severance pay plans, an empioyee must meet the following requirements: � 23.2(I ) The employee must be voluntarily sepazated from City employment or have been subject to sepazation by layoff or compulsory retirement. Those employees who are discharged for cause, misconducY, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay plan. 23.2(2) The employee must file a waiver of re-employment with the Director of Human Resources, which will cleaziy indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City. 23.2(3) Employees must be receiving funds from a public EMPLOYER funded pension pian. 233 - Severance Pay Plan 1(All CCEA members) Severance Pay -This severance pay plan shali be subject to and governed by the provisions of City Ordinance No.11490 except in those cases where the specific provisions of this Articie conflict with said ordinance, and in such cases, the provisions of this Article shall control. Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance � Pay allowed shall be that amount permitted by State Statutes subject to the provisions that the maximum amount allowed shali be $4,000. T'he manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. Severance Pay Plan 2(Ali CCEA members) 23.G In addition to the requirements listed in 23.2, an employee musi meet the following requirements: ��- -u. . - ,� .- - - - - -- - ..� 23.4(2) 23.4(3) 23.4(4) 23.4(5) The employee must have at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of separation. The empioyee must have accumulated a*n;n; of sixty (60) days of sick leave credits at the time of his/her sepazation from service. The employee must be 58 years of age or must be eligible for a non-reduced pension under the provisions of the Public Employees Retirement Association (PERA). For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particulaz pension plan. • The maximum amount of money that any employee may obtain through this severance pay plan is $6,500 to be calculated as set forth in Section 23.6 below. 26 ARTICLE 23 - SEVERANCE PAY (Continued) � � -� � Severance Pay Plan 3(All CCEA members) �3.5 For each eligible employee working in a title listed in ARTICLE 1.2 the EMPLOYER shall provide a severance pay pian as set forth in this section 23.5. In addition to the requirements listed in 23.2, an employee must meet the foilowing requirements: 23.5(1) The employee must be 58 yeazs of age or older or be eligible for pension under the provisions of the Public Employees Retirement Association (PERA). For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particulaz pension plan. 23.5(2) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her separation from service. 23.5(3) The employee must have at least twenty (20) years of service under Yhe ciassified or unclassified Civil Service at the time of sepazation, the last five of which must be consecutive. 23.5(4) The maximum amount of money that any employee may obtain through this severance pay plan is $10,000 to be calculated as set forth in Section 23.6 below. 23.6 If an employee requests severance pay and if the employee meets the eligibility requirements set forth � above, he/she wil] be granted severance pay in an amounY equal to one-half of the daily rate of pay for the position held by the empioyee on the date of separation for each day of accrued sick leave subject to a maximum of 200 accrued sick leave days. 23.7 For the purpose of this Article, for those employees hired by the City before February 27, 1998, employment in either the City or in the Independent School District No. 625 may be used in meeting the years of service requirements in Section 23.3, Section 23.4 or Section 23.5. Employees hired by the City, or transfening to the City, on or after February 27, 1998 may not use employment in the Independent School District No. 625 in meeting the yeazs of service requirements in Section 233, Section 23.4 or Section 23.5. 23.8 For the purpose of these severance pay plans, the death of an empioyee shall be considered as separation of employment and if the employee would have met all of the requirements set forth above, (at the time of his/her death), payment of the severance pay shall be made to the employee's spouse or estate. 23.9 Employees may qualify for either Severance Pay Plan 1(Section 233) or Severance Pay Plan 2(Section 23.4) or Severance Pay Plan 3(Section 23.5). An electian by an employee to draw severance pay under one Section shall constitute a baz to drawing severance pay under any other provision set forth in this agreement. � 27 ARTICLE 23 - SEVERANCE PAY(Continued) 23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualificatio� of this Article or City Ordinance No. 11490, as amended by City Ozdinance No_ 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this ARTICLE or City Ordinance 11490, as amended by City Ordinance No. 16303, shall constitute a baz to receiving severance pay from the other. Any employee hired after December 3l, 1983 shall only be entitled to the benefits of this Article upon meeting the qualifications herein. 23.11 Severance Pay - Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shall be that amount permitted by State Statutes subject to the provisions that the maximum amount allowed shail be $4,000. ARTICLE 24 - NONDISCRIMINATION 24.1 The terms and conditions of this Agreement will be applied to employees equaily without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, disability, or because of inembership or non-membership in the Association. 24.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilifies involve other employees and the general public. 243 Employees covered by this contract will be covered by the City Policy regazding nondiscrimination an� sexual harassment, as well as applicable local, state and federal laws. 24.4 Any member of the bargaining unit may file a grievance or a discrimination complaint and there shall not be retaliation by the City of Saint Paul for such action. ARTICLE 25 - SICK LEAVE USAGE 25.1 Sick Leave - Sick Leave shall accumulate at the rate of .0576 of a working hour for each full hour on the J payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to hislher supervisor no later than one-half hour past hislher regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolurion No. 3250, of the City of Saint Paul. 25.2 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay for such period of time as the Head of the Departrnent deems necessary, on account of sickness or injury of the employee; quarantine estab&shed by a pubtic heatth enforcement agency, and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 253 In the case of a serious illness or disability of an employee's child, pazent or household member, the he� of the department shall grant leave with pay in order for the employee to caze for or make arrangemen foz the caze of such sick or disabled gersons. Such paid ieave shall be drawn from the employee`s accumulated sick leave credits. Use of such sick leave shall be limited to 40 hours per incident. � ARTICLE 25 - SICK LEAVE USAGE (Continued) G �� 25.4 The Head of the Department or the Human Resources Director may require a physician's certificate or � additional certificates at any time during an employee's use of sick leave for the purposes stated above. All such certificates shall be forwarded by the appointing officer to the Human Resources Office. If an employee is absent because of the provisions of this Articie for three or fewer calendar days he/she shail submit to the head of the Department a certificate signed by the employee stating the nature of the child, pazent, or household member's sickness. If the sickness continues for more than three calendaz days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and inciude the day of consultation, but oniy if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the departrnent and forwazded to the Human Resources Office. 25.5 No sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence ttot tater than one-half hour after his/her regulazly scheduled rime to report for work, unless he/she can show to the satisfaction of the Department Head that the failure to report was excusable. 25.6 An employee shall be paid under the provisions of this paragraph only for the number of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. ARTICLE 26 - TERMS OF AGREEMENT �6.1 Complete Agreement and Waiver of Bargaining - This Agreement shall represent the complete Agreement between the Association and the City of Saint Paul. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opporhznity to make requests and proposals with respect to any subject or matter not removed by law from the azea of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity aze set forth in this Agreement. Therefore, the City and the Association, for the life of this Agreement, each voluntarily and mmqualifiedly waives the right, and each agrees that the other shall not be obligated to bazgain collectively with respect to any subject or matter refened to or covered in this Agreement. 26.2 Savings Clause - This Agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall hold to be contrary to law by a court of competent jurisdiction from whose fmal judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. C� 29 �i-�� ARTICLE 26 - TERMS OF AGREEMENT (Continued) �.3 Terms of AGREEMENT - This Agreement sha11 be in fixll force and effect from January 1, 2001 thru December 31, 2002 and shall be automatically renewed from year to year thereafter unless either party sha11 notify the other in writing by June 1, that it desires to modify or terminate this Agreement. In witness whereof, the parties have caused this Agreement to be executed this �day of June 2001. 26.4 This constitutes a tentative Agreement between the parties which will be recommended by the Duector of Labor Relations, but is subject to the approval of the Administration of the City, the City Council and is also subject to ratificarion by the City of Saint Paul Classified Confidential Employees Association. WITNESSES: CITY OF SAINT PAUL Jason Sclunidt Labor Relations Specialist �� Katherine L. Megany �� " Director of Labor Relations � CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION John Brandtjen Association President � � \J APPENDIX A CLERICAL TITLES GRADE 07C 804C CLERICAL TRAINEE G t -C94� A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (S) (9) (10) 12/30/00 757.68 784.10 809.39 837.94 666.46 699.20 916.12 950.24 961.73 973.22 12/29/O1 780.41 807_62 833_67 863.08 892.45 926.18 943.60 976.75 990.58 10�2.42 GRADE OSC 12/30/00 774.59 802.06 825.3D 653.79 886.51 916.12 936.20 970.58 962.07 993.56 12/29/O1 797.83 826.14 850.06 879.40 913.11 943.60 964.29 999.70 1011.53 1023.37 GRADE 09C 111C CLERK I 12/30/00 789.35 815.75 845.34 8'I2.81 905.53 936.20 956.26 993.66 1005.17 1016.67 12/29/O1 813.03 840.22 870.70 898.99 932.70 964.29 964.95 1023.49 1035.33 1047.17 • GRADE lOC 100C SERVICE WORKER II 12/30/00 807.31 833.73 859.06 889.69 918.23 951.99 977.84 1016.87 1026.34 1039.84 12/29/O1 831.53 658.74 884.63 916.38 945.78 980.55 1007.18 1047.38 1059.19 1071.04 GRADE 11C 121C CLERK-TYPIST I 12/30/00 618.94 847.43 878.07 907.63 940.37 977.84 1001.63 1036.82 1050.31 1061.62 12/29/01 843.51 872.85 904.41 934.86 966.56 1007.18 1031.88 1069.98 1061.82 1093.67 GRADE 12C 12/30/00 837.94 866.46 899.20 930.89 964.14 1001.83 1023.48 1064.B6 1076.34 1087.83 12/29/O1 863.08 892.45 926.16 958.82 993.06 1031.88 1054.16 1096.81 1108.63 1120.46 GRADE 13C � 2/30/00 853.79 866.51 916.12 948.82 985.63 1028.02 1050.36 1097.35 1108.64 1120.34 /29/01 879.40 913.11 943.60 977.28 1015.40 1058.86 1061.87 1130.27 1142.11 1153.95 - Al - APPENDIX A - CLERICAL (CONTINUED) GRADE_14C � A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (6) (9) (10) 12/30/00 872.81 905.53 936.20 972.14 1007.47 1049.10 1079.93 1121.14 1132.64 1144.12 12/29/O1 698.99 932.70 964.29 1001.30 1037.69 1080.57 1112.33 1154.77 1166.62 1178.44 GRADE 16C 112C CLERR 22 12/30/00 909.77 943.56 978.98 1016.63 1060.24 1104.57 1132.BB 1182.40 1193.87 1205.36 12/29/O1 937.06 971.87 1008.35 1047.13 1092.05 1137.71 1166.67 1217.87 1229.69 1241.54 GRADE 18C 122C CLERK-TYPIST II 12/30/00 948.82 981.38 1028.02 1070.09 1114.41 1164.93 1194_50 1244.92 1256.42 1267.89 12/29/O1 977.28 1010.82 1058.86 1102.19 1147.84 1199.88 1230.34 1282.27 1294.11 1305.93 GRADE 19C � 1 u 12/30/00 972.14 1007.47 1049_10 1095.94 1144.01 1194.50 1226.52 1276.19 1287.66 1299.16 12/29/O1 1001.30 1037.69 1080.57 1128.82 1178.33 1230.34 1263.32 1314.48 1326.29 1338.13 GRADE 21C 12/30/00 1016.63 1060.24 1104.57 1152.61 1205.57 1257.32 1291.79 1346.21 1357.69 1369.20 12/29/O1 1047.13 1092.05 1137.71 1187.19 1241.74 1295.04 1330.54 1386.60 1398.42 1410.28 GRADE 22C 12/30/00 1040.58 1086.10 1134.19 1189.56 1241.30 1295.54 1331.26 1387.45 1398.94 1410.43 12/29/O1 1071.80 1116.68 1166.22 1225.25 1278.54 1334.41 1371.20 1429.07 1440.91 1452.74 GRADE 23C 113C CLERK I2I 12/30/00 1070.09 1114.41 1164.93 1215.42 1270.86 1323.85 1360.79 1416.19 1427.69 1439.21 12/29/O1 1102.19 1147.84 1199.88 1251.88 1308.99 1363.57 1401.61 1458.68 1470.52 1462.� - E�Z _ APPENDIX A - CLERICAL (CONTINUED) • GRADE 24C 123C CLERK-TYPIST III 6�-c� A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1096.40 1147.66 1195.68 1249.91 1307.83 1363.26 1401.43 1459.97 1471.46 1482.96 12/29/O1 1131.35 1182.09 1231.55 1267.41 1347.06 1404.16 1443.47 1503.77 1515.60 1527.45 GRADE 25C 12/30/00 1125.48 1173.53 1226.52 1279.47 1333.73 1392.81 1432.23 1492.50 1503.98 1515.48 12/29/O1 1159.24 1206.74 1263.32 1317.85 1373.74 1434.59 1475.20 1537.28 1549.10 1560.94 GRADE 26C 12/30/00 1156.32 1208.01 1261.01 1317.70 1376.79 1437.16 1475.35 1536.78 1550.26 1561.74 12/29/O1 1191.01 1244.25 1298.84 1357.23 1416.09 1480.27 1519.61 1584.94 1596.79 1608.59 GRADE 27C �/30/00 1156.32 1211.72 1265.96 1323.65 1386.65 1449.47 1491.32 1555.00 1566.49 1577.97 12/29/O1 1191.01 1248.07 1303.94 1363.57 1428.25 1492.95 1536.06 1601.65 1613.48 1625.31 GRADE 26C 12/30/00 1189.56 1241.30 1295.54 1357.07 1416.19 1481.50 1522.16 1592.50 1604.00 1615.49 12/29/O1 1225.25 1278.54 1334.41 1397.76 1456.68 1525.95 1567.85 1640.28 1652.12 1663.95 GRADE 29C 045C CLERK IV 12/30/00 1217.89 1277.01 1333.73 1397.75 1460.58 1529.53 1572.66 1638.77 1650.29 1661.79 12/29/O1 1254.43 1315.32 1373.74 1439.68 1504.40 1575.42 1619.84 1687.93 1699.60 1711.64 GRADE 30C 12/30/00 1253.63 1309.07 1368.14 1435.93 1501.24 1570.22 1613.32 1683.80 1695.28 1706.77 12/29/O1 1291.24 1346.34 1409.18 1479.01 1546.28 1617.33 1661.72 1734.31 1746.14 1757.97 . -A3- APPENDIX A - CLERICAL (CONTINUED) GRADE 31C . 297C HUM71N RESOURCES RECORDS CLERK 248C SECRETARY A B C D E F 10-yr_ 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1286.85 1343.55 1406.38 1470.46 1540.63 1612.11 1657.66 1726.34 1737.83 1749.33 12/29/O1 1325.46 1363.86 1448.57 1514.57 1586.85 1660.47 1707.39 1778.13 1769.96 1801.61 GRADE 32C 249C SECRETPI2Y (STENOGRAPHER) 12/30/00 1322.62 1385.39 1447.02 1514.78 1585.02 1658.90 1706.98 1781.32 1792.82 1804.30 12/29/O1 1362.30 1426.95 1490.43 1560.22 1632.57 1708.67 1758.19 1834.76 1846.60 1658.43 GRBDE 33C 402C BENEFITS SPECIALIST 12/30/00 1358.30 1423.61 1488.92 1556.66 1629.34 1706.98 1754.99 1830.07 1841.56 1853.06 12f29f01 1399.05 1§66_32 1533.59 1603.36 1678.22 1758.19 1807.64 1884.97 1896.81 1908.65 � GR.ADE 034 12/30/00 1397.75 1460.56 1529.53 1598.56 1673.67 1754.99 1803.03 1681.33 1892.87 1904.34 12/29/O1 1439.68 1504.40 1575.42 1646.52 1723.88 1607.64 1857.12 1937.77 1949.66 1961-47 GRADE 34C 506C CLERICAL SUPERVISOR 12/30/00 1397.75 1460.58 1529.53 1598.56 1673.67 1754.99 1803.03 188I.33 1892.87 1904.34 12/29/O1 1439.68 1504.40 1575.42 1646.52 1723.86 1807.64 1857.12 1937.77 1949.66 1961.47 GRFiDE 36C 12/30/00 1475.35 1545.59 1614.56 1692.16 1773.49 1854.60 1909.00 1992.62 2004.11 2015.64 12/29/O1 1519.61 1591.96 1663.00 1742.95 1826.69 1910.44 1966.27 2052.40 2064.23 2076-11 GRADE 37C 12/30/00 1515.67 1587.63 1658.35 1737.89 1821.26 1941.69 1983.26 2066.87 2076.34 2089.6� 12/29/Ol 1561.14 1635.26 1708.10 1790.03 1675.92 1999.94 2042.78 2126.88 2140.69 2152.55 -A4- ,i � � � APPENDIX A TEC�CAL TITLES � GRADE_26S A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (S) (6) (7) (8) (9) (10) 12/30/00 1155.17 1206.63 1253.53 1303.65 1358.74 1410.20 1446.61 1506.61 1522.54 1538.25 12/29/O1 1189.83 1242.83 1291.14 1342.97 1399.50 1452.51 1490.21 1552.01 1568.22 1584.40 GRADE 30S 201C EDP PROGRAM[�SER TRAINEE 12/30/00 1244.37 1296.99 1349.57 1409.05 1469.63 1533.66 1572.56 1639.11 1654.85 1670.57 12/29/O1 1281.70 1335.90 1390.06 1451.32 1513.72 1579.67 1619.74 1688.26 1704.50 1720.69 GRADE 32S 12/30/00 1306.10 1364.43 1422.80 1478.80 1545.08 1614.89 1652.63 1726.12 1741.87 1757.58 12/29/O1 1345.26 1405.36 1465.48 1523.16 1591.43 1663.34 1702.21 1777.90 1794.13 1810.31 • 12/30/00 12/29/Ol GRP.DE 34S 686C ACCOUNTING TECHNICIAN 22 1372.50 1434.23 1495.97 1561.15 1629.75 1700.62 1746.43 1817.84 1833.58 1849.29 1413.66 1477.26 1540.85 1607.98 1678.64 1751.64 1798.82 1872.38 1888.59 1904.77 GRADE 36S 567C EDP PROGRANA�R 12/30/00 1446.61 1509.66 1574.86 1643.48 1716.65 1794.43 1642.47 1920.03 1935.73 1951.45 12/29/O1 1490.21 1554.95 1622.11 1692.78 1768.15 1848.26 1897.74 1977.63 1993.60 2009.99 GRADE 38S 12/30/00 1524.56 1587.44 1659.49 1730.39 1809.31 1665.95 1940.77 2021.01 2036.71 2052.45 12/29/O1 1570.30 1635.06 1709.27 1782.30 1863.59 1942.53 1998.99 2081.64 2097.81 2114.02 • -AS- APPENDIX A - TECHNICAL (CONTINtTED) GR�1DE 40S • 921C HUMAN RESOURCES TECHNICIAN III A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1607_65 1673.68 1749.34 1823.78 1909.16 2003.08 2044.68 2129.00 2144.74 2160.47 12/29/O1 1655.B8 1723.89 1601.82 1878.49 1966.46 2063.17 2106.02 2192.87 2209.08 2225.28 GRADE 42S 12/30/00 1690.38 1766.96 1644.76 1924.80 2010.56 2102.04 2160.37 2250.80 2266.54 2282.25 12/29/O1 1'I41.09 1819.97 1900.10 1982.54 2070.90 2165.10 2225.18 2318.32 2334.54 2350.72 APPENDIX A PROFESSIONAL TITLES GRP.DE 03R A B C D E F G 10-yr. 15-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) • 12/30/00 1162.84 1209.02 1256.40 1319_61 1384.03 1454.54 1526.26 1572.44 1616.19 12/29/O1 1200.05 1247.71 1296.60 1361.84 1428.32 1501.09 1575.10 1622.76 1673.75 GRADE OSR 12/30/00 1234.52 1283_17 1331.76 1401.01 1469.07 1542.03 1617.41 1666.OD 1713.39 12/29/O1 1274.02 1324.23 1374.40 1445.84 1516.08 1591.37 1669.17 1719.31 1774.41 630C BUUGET ASSISTANT 331C HUMFaN RESOIIRCES SPECIALIST I 392C RESEARCH ANALYST I 12/30/00 1306.21 1356.50 1414.44 1483.66 1559.06 1636.87 1717.05 1768.11 1819.14 12/29/O1 1348.01 1401.97 1459.70 1531.14 1608.95 1689.25 1772.00 1824.69 1883.92 GRADE OBR -- - 12/30/00 1346.35 1401_O1 1456.95 1526.68 1602.79 1684.25 1768.02 1821.59 1673.83 12/29/O1 1389.43 1445.84 1503.57 1577.60 1654.08 1738.15 1824.60 1679.68 1940.56 • -A6- APPENDIX A - PROFESSIONAL (CONTINUED) l J GRADE 11R 332C HUMAN RESOURCES SPECIALIST II p r-C.fl�dd A B C D E F G 10-yr. 15-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) 12/30/00 1470.33 1529.88 1590.64 1669.64 1752.29 1841.09 1930.97 1984.42 2047.69 12/29/O1 1517_38 1578.64 1641.54 1723.07 1808.36 1900.00 1992.76 2047.92 2120.62 GR�DE 13R 631C BUDGET ANALYST 12/30/DO 1560.26 1621.06 1666.66 1771.77 1856.62 1950.45 2050.09 2109.67 2169.17 12/29/O1 1610.19 1672.93 1740.63 1828.47 1916.24 2012.86 2115.69 2177.16 2246.42 GRADE 14R 333C HUMAN RESOURCES SPECIALIST III 309C TRNG AND ORG DEV SPEC 12/30/00 1606.46 1669.64 1736.50 1822.83 1915.19 2008.79 2109.67 2171.64 2236.06 12/29/O1 1657.89 1723.07 1792.07 1681.16 1976.48 2073.07 2177.18 2241.13 2315.69 �J GRADE O15 247C RISK ANALYST 12/30/00 1655.10 1721.91 1788.76 1876.30 1971.07 2068.34 2171.64 2236.52 2304.14 12/29/O1 1708.06 1777.01 1846.00 1936.34 2034.14 2134.53 2241.13 2310.15 2386.19 GRADE 16R 224C EMPLOYEE BENEFITS COORDINATOR 413C SELECTION & VALIDATION SPEC 12/30/00 1699.35 1767.44 1836.70 1929.08 2025.10 2125.98 2232.92 2298.57 2365.42 12/29/O1 1753.73 1824.00 1895.47 1990.81 2089.90 2194.01 2304.37 2372.12 2449.65 GRADE 19R 632C SENIOR BUDGET ANALYST 620A WORKERS COMPENSATION CLAIMS AD 12/30/00 1862.93 1935.83 2011.18 2112.09 2217.83 2328.42 2446.34 2515.60 2590.95 12/29/O1 1922.54 199'7.78 2075.54 2179.66 2288.80 2402.93 2524.62 2596.10 2683.22 � -A7- APPENDIX A - PROFESSIONAL (CONTINUED) GRADE 20R A B C D E F G 10-yr. 15-yr. (1) (2) (3) (4) (5) (6) (7) (S) (9) 12/30/00 1917.63 1994.18 2073.20 2176.53 2284.67 2398.69 2516.08 2592.19 2668.76 12/29/O1 1978.99 2057.99 2139.54 2246.18 2357.78 2475.65 2598.66 2675_14 2763.80 GRADE 26R 633C CAZEF BUDGET ANALYST 569A CLAIMS MZiNAGER 12/30/00 2288.35 2378.24 2475.45 2594.58 2727.15 2863.22 3005.41 3095.36 3184.11 12/29/O1 2361.58 2454.34 2554.66 2677.61 2814.42 2954.84 3101_58 3194.41 3297.50 � • � � ORIGI�� Council File # Q I - �d 0 Green Sheet # 106845 RESOLUTION CITY OF SAINT PAUL, MINNESOTA Presented Referred To Committee Date S RESOLVED, that the Council of the City of Saint Paul hereby approves and ratifies the attached 2001-2002 Agreement between the City of Saint Paul and the City of Saint Paul Classified Confidential Employees Association. Requested by Department of: Benanav Bostrom � � Coleman Harris Re ter f Adopted by Council: Date \� �� O Adoption Certified by Council Secretary � App � � - ' - � �� . �a �r ��., ii/�/! � ��i-" � � - '�� of Labor Relations Form Approved b ' Attomey � By: �(� � Approved b�y M� for Submission to Council By: � /` �'Y'�.(� ��7 (%'✓l�'Z� DEPARTMENT/OFFICE/COUNCII.: DATE INTTIATED GREEN SHEET No.: 106845 O, _�, v LABOR RELATIONS June 18, 2001 CONTACI' PERSON & PHONE: q A'1'E mTr�unATE JiTLIE KRAUS 266-6513 ASSIGN I DEPART[v1EN'C DIIt 4 CIiY COUNCIL NNMggg 2 CI1'Y AITORNEY CITY CLERK NNST BE ON COUNCII. AGENDA BY (DATE) FOR BUDGbT DIlt � E7N. & MGT. SERVICE DIR. ROUTING 3 MAYOR (OR ASST.) � S V 1 ORDER _ TOTAL # OF SIGNATURE PAGES_1 (CLIP ALL LOCATIONS FOR SIGNATURE) acrlox xEQUFSrF:n: Approval of 2001-2002 Agreement between the City of Saint Paul and the Saint Paul Classified Confidential Emgloyees Association. RECOIvIIvIENDATTONS: Approve (A) or Reject (R) PERSONAI. SERVICE CONTRACl'S M[JST ANSWER 1'f� FOLLOWING QUESTIONS: _PLANNING COMIvIISS[ON _CIVIL SERVICE COMbIISSION 1. Has this person/firm ever worked under a contract for thu department? CiB COMbIITTEE Yu No STAF'F 2. Hu this person/fiIm ever been a city emptoyee? DISTRICT COi7ftT Yes No SUPPORTS WHICH COLINCIL OBJECTYVE? 3. Does this pecson/fism possess a skilt not normafly possessed by any cu�rent c�ty employee? Yes No Explain all yes answers on separate sheet and attach to green sheet INITIATING PROBLEM, ISSUE, OPPORTUNITY (Who, Whay When, Where, Why): g� }�BJ��,qC� �+ Current agreement expired December 31, 2000. �� ,� vU�� 2 L�� ADVANTAGESIFAPPROVED: ,� ' - i� An agreement in place through December 31, 2002. This agreement has been ratified by't�e �oi�=inamb�rs: - DLSADVANTAGES IF APPROVED: None. DISADVANTAGES IF NOT APPROVED� No agreement in place - labor unrest. TOTAL AMOUNT OF TRANSACTION: COSTBEVENUE BUDGETED: FONDING SOURCE: ACTIVITY NUMBER: FINANCIAL INFORMATION: (EXPLAIN) [�g2aiCh C@�I$8� l'; :: !t'. w� �� ,� r �T.� � „ .....nr . _ t .� \... 'i v. . '!w�^ �..0 . ' C��-��o ATTAC�IMENT TO THE GREEN SHEET SAINT PAUL CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION Below is a suminary of the changes in the Collective Bazgaining Agreement between the City of Saint Paul and the Saint Paul Classified Confidential Empioyees Association. Durafion: Januazyl, 2001 through December 31, 2002. Wa es: CZerical & Technical Titles - 2001: 2.75% 2002: 3.0% Professional Titles - 2001: 2.95% 2002: 3.2% 35% addition to the 15yr step effective 2002. Health Insurance: The insurance contribution increases follow the same patter as previously negotiated agreements with other bargaining units. Clerical & Technical Titles Singles O1 $229.84 Singles 02 $229.84 + first $40 increase + 50% of the increase if over $40 Family 01 $419.71 Family 02 $419.71 + 60% of the family increase up to $60. If the increase exceeds $100, the City will pay 40% of the excess. Professional Titles Singles O1 $295.00 * Singles 02 $295.00 * Family O1 $393.79 Family 02 $393.79 + 60% of the family increase up to $60. If the increase exceeds $100, the Ciry will pay 40% of the excess. * This will mean a reduction in the unused benefit dollar amount returned to employees at the end of the year and helps accomplish the City's goal of paying benefit dollars exclusively for benefits. Dollazs saved under this proposal were applied towazd salary dollars. Agreed to allow employees in Professional fitles who waive insurance coverage the access to optional coverages at the employees expense if qualified in the 12 months preceding the City's enrollment period. . -� • Deferred Comn: Effective 2002, eligible employees in Clerical & Technical titles with 10+ yeazs of service on 1/1/02 will receive a$50/year match on defened contribufions. Holidavs: Agreed to a change in the process for holiday eligibility detennivation. This change will make the adxninistration of holidays easier for Payroll staff. Effective 12/31/02 Floating Holidays will be moved into the vacation schedule and Floating Holidays will be eliminated. Miscellaneous: Employees wiil no longer be charged a fee for using the Flex Spending Accounts. Agreed to prohibit the addition of new dependents (beyond those of record at the rime of retirement) to the retiree's health insurance plan at City expense after retirement. For employees who aze hired/transferred to the City after 7/1/Ol, any time spent working for the School District will not count toward their length of service for either retiree insurance or severance pay. Combined Severance plans allowing Clerical & Technical employees to receive up to $10,000 after 20 yeazs of service (previously needed 25 yeazs). Grievances relating to terms and conditions of employment to be grieved only through the contract process. Grievances about issues which are not terms and conditions of employment (performance evaluations, classifications, evaluations) to be grieved in accardance with the Civil Service process. Agreed to increase the nuxnber of consecutive days needed to receive Out of Class pay from five consecutive days to 10 consecutive days. Other language changes are of a housekeeping nature for clarificafion and clean up. Costs• 2001 2002 Wages Health Ins. Deferred Comu. Total: $34,844 $ 3,280 $38,124 $39,114 $ actuals unknown at this time $ 400 $39,514 + insurance costs G �Shared�LRCOMMOMCONIRACI�CCEA�2001_2002�aaachgeenshcet wpd �,. : -.. � . ,. , ; _ _ o � i.�_ . ` _. ,. _ _ . _ .- - _ ; .. ._ . 2001.= 20fi2 - - _ : � . -� _" . � AGREE�MENT $�TWEEAT; � � . � � s, TH� CITY 4�' SAINT PAII� � ` _ -. � > �- . , � __� „ � - _- � _ � � . ; - _ �- � _ _ r:. - _ ° - ' C�T�' OF SAI�TT PAUL ;, w -. - � - � .. r � = � , �I;A�SI�'�ED CONFID�NTIAL EIY�P�:QT'�E� : ,, � , , . � , _ :.,_ _ , '° �SSOCIATION , : �. . - . _ INDEX (� �'�0�25 .RTICLE TITLE PAGE Preamble ............................................................. ii 1 Recognition ............................................................1 2 Check off ..............................................................2 3 Hoursof Work ..........................................................2 4 Work Breaks ...........................................................4 5 Holidays ...............................................................4 6 Employee Rights - Grievance Procedure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 7 City Mileage ............................................................8 8 Residency ..............................................................9 9 Vacation ............................................................. 9 10 Insurance .............................................................11 11 Working Out of Classification . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 12 Employee Records ......................................................18 13 Bulletin Boazds ........................................................18 14 Wages ................................................................19 � 5 Maintenance of Standazds . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 6 Leavesof Absence ......................................................20 17 Deferred Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22 18 Management Rights .....................................................22 19 Seniority ..............................................................22 20 Discipline .............................................................24 21 LegalServices .........................................................25 22 No Strike- No Lockout ..................................................25 23 Severance Pay .........................................................26 24 Nondiscrimination ......................................................28 25 Sick Leave Usage .......................................................28 26 Termsof Agreement ....................................................29 Appendix ............................................................ A1 � i PREAMBLE LJ Q ( �C9� This Agreement, 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 Association, has as its purpose the promotion of hazmonious relations between the EMPLOYER and the Association, the establishment of an equitabie and peaceful procedure for the resolution of differences, and the establishment of rates of pay, hours of work, and other conditions of employment. r1 LJ • ii ARTICLE 1 - RECOGNITION � � ' � �� 1.1 The EMPLOYER recognizes the Association as the sole and exclusive bargaining agent for the purpose � of establishing salaries, wages, hours and other conditions of employment for all of its employees as outlined in the certification by the State of Minnesota, Bureau of Mediation Services, dated November 12, 1975, in Case No. 76-PR-658-A and October 14, 1977, in Case No. 77-PR-685-A, and set forth in Section 1.2 below. 1.2 The bargaining unit covered by this Agreement shall consist of the following: All classified confidential empioyees empioyed in: City Attorney's Office, Budget Office, Offices of the Mayor and Human Resources and the Division of Risk and Employee Benefit Management, in the classifications of: Clerical and Technical Group � i Accounting Technician II Benefits Specialist Clerical Trainee Clerk I Clerk II Clerk III Clerk IV Clerical Supervisor Clerk-Typist I Clerk-Typist II Clerk-Typist III Professional Group Budget Analyst Budget Assistant Chief Budget Analyst Claims Manager Employee Benefits Coordinator Human Resources Specialist I Human Resources Specialist II Human Resources Specialist III EDP Programmer EDP Programmer Trainee Human Resources Records Clerk Huxnan Resources Technician III Secretary Secretary (Stenographer) Service Worker II Reseazch Analyst I Risk Analyst Selection & Validation Specialist Senior Budget Analyst Training & Org. Development Specialist Workers Compensation Clauns Adm. � ARTICLE 1- RECOGNITION (Continued) 1.3 Any present or future employee who is not an Association member shall be required to contribute a fair� shaze fee for services rendered by the Association, and upon notification by the Association, the EMPLOYER shail check off said fee from the eaznings of the employee and transmit the same to the Association. In no instance shall the required contribution exceed a pro rata shaze of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures. This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. 1.4 The Association agrees to indemnify and hold the EMPLOYER harmless against any and all claims, suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article 1, Section 13. ARTICLE 2 - CHECK OFF 2.1 The EMPLOYER agrees to deduct the Association 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:' The amounts to be deducted shall be certified to the EMPLOYER by a representative of the ASSOCIATION and the aggregate deductions of ali employees shall be remitted together with an itemized statement to the representative by the first of the succeeding month after such deductions aze made or as soon thereafter as is possible. 2.2 The Association agrees to indemnify and hold the EMPLOYER harmless against any and all claims, � suits, orders or judgments brought or issued against the EMPLOYER as a result of any action taken or not taken by the EMPLOYER under the provisions of this Article. ARTICLE 3- HOURS OF WORK 3.1 The normal work day shall be seven and three/fourths (7'/<) consecutive hours per day, excluding 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. 33 For employees on a shift basis, this shall be construed to mean an average of thirty-eight and three/fourths (38'/<) hours per week. 3.4 This section shall not be construed as, and is not a guarantee of, any hours of work per norma] work day or per normal work week. � 2 ARTICLE 3- HOURS OF WORK (Continued) � I �° �� 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 Employees in this bazgaining unit working in a title listed in Article 2 under the heading "Clerical and Technical Group" shall be recompensed 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 i/80th of the biweekly rate. The method of compensation shall be determined solely by the EMPLOYER. 3.7 An employee working in a tifle listed in Article 1.2 under the heading, "Professional Group," and which is in Salary Grade 11 or below shall receive overtime compensation in accordance with the Fair Labor Standazds Act (FLSA). The method of this compensation shail be determined solely by the EMPLOYER. It is understood that the FLSA provides overtime compensation only after 40 hours worked (not paid) per week. An employee working in a title listed in Article 1.2 under the heading 'Professional Group," and which is in Salary Grade 12 or above and who, in other than normal circumstances, works more than his/her assigned normal work day or assigned normal work week may receive compensatory time or pay on a straight time basis for the extra hours worked. The method of compensation shall be determined solely by the EMPLOYER. � 8 It is understood by the parties that Section 28.H - Overtime of Resolution No. 3250 shall not apply to employees in this bazgaining unit working under a title listed in Article 1.2 under the heading, "Professional Group." 3.9 Normal work schedules showing the employee's shift, work days and hours shall be posted on all department bulletin boazds at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies or acts of God, and overtime may be required. 3.10 Call-In Pay - When an employee is called to work, he/she shall receive two hours pay if not put to work. If he/she is called to work and commences work, he/she shall be guazanteed four hours pay. These provisions, however, shall not be effective when work is unable to proceed because of adverse weather conditions; nor shall these provisions apply to temporary or emergency empioyees nor to employees employed under any of the titles listed in Section 3.B of the Civil Service Rules under the heading "Special Employments"; nor to any person whose regular scheduled workday is less than four hours. � K.' ARTICLE 3- HOURS OF WORK (Continued) 3.11 Norivithstanding Articles 3.1 through 3.6, employees may, through mutual agreement with the EMPLOYER, work schedules other than schedules limited by ttie normat work day and work week as � set forth in Articles 3.1, 3.2 and 33. Overtime compensation for employees working under such agreements shall be subject to the provisions, for same, as set forth by the Fair Labor Standazds Act. The method of compensation shall be determined solely by the EMPLOYER. It is understood that the FLSA provides overtime compensation only after 40 hours worked (not paid) per week. 3.12 For employees who wish to shaze a position, the EMI'LOYER will attempt to provide options for implementing a sharing arrangement. Such an arrangement must be mutually agreed upon by the EMPLOYER and the employees involved. Vacation, holiday and sick leave benefits for employees who share a position shall be pro-rated based upon the percent of hours worked. Health insurance benefits shall be administered in accordance with the provisions of Article 10 of this Agreement. In the event that one of the employees participating in the shazed position is temunated or terminates employment, the EMPLOYER shali post the job sharing vacancy for a period of ten (10) days. If at the end of ten (10) days such vacancy cannot be filled, the EMPLOYER shall have the option of increasing the remaining employee's work hours. 3.13 Articles 3.11 and 3.12 shall not be subject to the provisions of Article 6 of this Agreement. ARTICLE 4 - WORK BREAKS 41 Rest Periods All employees work schedules shall provide for a fifteen minute rest period during each� one-half shift. The rest period shall be scheduled by management at approximately the middle of each one-half shift whenever it is feasible. 4.2 If an employee is scheduled to work a full half shi$ beyond his/her regular quitting time, he/she shall be entitled to the rest period that occurs during said half shif[. ARTICLE 5 - HOLIDAYS 5.1 Holidays recognized and observed. The following days shall be recognized and observed as paid holidays: New Yeaz's Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day after Thanksgiving Memorial Day Christmas Day Independence Day Two floating holidays (expues,l2/31/02) Labor Day �� . d � _C9 g� ARTICLE 5 - HOLIDAYS (Continued) Eligible empIoyees shalI receive pay for each of the holidays listed above, on which they perform no � work. Whenever any of the holidays listed above falls on a Saturday, the preceding Friday shall be observed as the holiday. Whenever any of the holidays listed above falls on a Sunday, the succeeding Monday shall be observed as the holiday. For those employees assigned to a work week other than Monday through Friday, the holiday shall be obseroed on the calendar date of the holiday. 5.2 The floating holidays set forth in Section 5.1 above may be taken at any time during the conuact yeaz, subject to the approvat of the Department Head of any employee. Effective 12/31/02 the floating holidays set forth in 5.1 above will be eliminated and the vacation schedule will be increased by two days at each level. 53 Eligibility Requirements In order to be eligible for a holiday with pay, an empioye must be employed as of the date of the holiday and have paid hours on the payroll for that pay period. The amount of holiday time eamed shall be based upon the number of non-holiday hours paid to the employee during that pay period (see proration charts in Salary Plan and Rates of Compensation). For the purposes of this section, paid hours include hours actually worked, vacation time, compensatory time, paid leave and sick leave. It is further understood that neither temporary, emergency, nor other employees not heretofore eIigible shaIl receive holiday pay. 5.4 Not withstanding Article 5.3, a temporary employee shall be eligible for holiday pay only after such employee has been employed as a temporary employee for sixty-seven (67) consecutive work days. No temporary employee shalt be eligible for any floating holidays. � ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE 6.1 The EMPLOYER shall recognize stewazds selected in accordance with Association rules and regulations as the grievance representative of the bargaining unit. The Association shall notify the EMPLOI'ER in writing of the names of the stewards and of their successors when so named. 6.2 It is recognized and accepted by the EMPLOYER and the Association that the processing of grievances as hereinaRer provided is limited by the job duties and responsibilities of the employees and shall therefore be accomplished during working hours only when consistent with such employee duties and responsibilities. The stewazd involved and a grieving employee shall suffer no loss in pay when a grievance is processed during working hours, provided the stewazd and the employee have notified and received the approvai 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 For the purposes of this ArticIe 6, a grievance is defined as an alIeged violation of the terms and conditions ofthis Agreement. � 5 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) 6.4 Grievances shall be resolved in conformance with the following procedure: � Step 1 Upon the occurrence of an alleged violarion of this Agreement, the employee involved with or without the steward 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 may be reduced to writing and referred to Step 2 by the Association. The written grievance 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 requested. Any alleged violation of the Agreement not reduced to writing by the Association within fourteen (14) work days of the first occurrence of the event giving rise to the grievance, shall be considered waived. Step 2 Within seven (7) work days after receiving the written grievance a designated EMPLOYER supervisor shall meet with the Association stewazd and attempt to resolve the grievance. If, as a result of this meeting, the grievance remains unresolved, the EMPLOYER shall reply in writing to the Association within seven (7) work days following this meeting. The Association may refer the grievance in writing to Step 3 within seven (7) work days following receipt of the EMPLOYER's written answer. Any grievance not referred in writing by the Association within seven (7) work days following receipt of the EMPLOYER's answer shall be considered waived. Step 3 Within seven (7) work days following receipt of a grievance referred from Step 2, a designated EMPLOYER supervisor shall meet with the Association Business Manager or his/her designated representative, the employee and the stewazd and attempt to resolve the grievance. Within seven (7) work days following this meeting, the EMPLOYER shall reply in writing to the Association stating th� EMPLOYER'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 in writing by the Association to Step 4 within seven (7) work days following receipt of the EMPLOYER's answer shall be considered waived. Optional Mediation Step I. If the grievance has not been satisfactoriIy resolved at Step 3, either the Union or the > . _._. grievance is suitable for mediation, the parties shall submit a joint request to the Minnesota Bureau of Mediation Services for the assignment of a mediator. Grievance mediation shall be completed within thiriy (30) days of the assignment unless the parties mutually agree to lengthen the time limit. 2. Grievance mediation is an optional and voluntary part of the grievance resolution process. It is a supplement to, not a substitute for, grievance azbitration. When grievance mediation is invoked, the contractval time limit for moving the-grievance to azb�uation shall be delayed for the-period of inediation. �� C� . 6 e —C9 `b� ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continaed) 3. The grievance mediation process shatl be informal. Rules of evidence shali not apply and no � record shall be made of the proceeding. Both sides shall be provided ample opportunity to present the evidence and azgument to support their case. The mediator may meet with the parties in joint session or in sepazate caucuses. 4. At the request of both parties, the mediator may issue an oral recommendation for settlement. Either party may request that the mediator assess how an azbitrator might rule in this case. 5. The grievant shatl be present at the grievance mediation proceeding. If the grievance is resolved, the grievant shall sign a statement agreeing to accept the outcome. Unless the parties agree otherwise, the outcome shatl not be precedenfial. 6. If the grievance is not resolved and is subsequently moved to azbitration, such proceeding shalt be de novo. Nothing said or done by the parties or the mediator during grievance mediation, with respect to their positions conceming resolution or offers of settlement, may be used or referred to during azbitration. Step 4 If the grievance remains unresolved, the Association may within seven (7) work days after the response of the EMPLOYER in Step 3, by written notice to the EMPLOYER, request arbitration of the grievance. The azbitration proceedings shall be conducted by an azbitrator to be selected by mutual agreement of the EMPLOYER and the Association within seven (7) work days after notice has been given. If the parties fail to mutually agree upon an azbitrator within the said seven (7) day period, either � party may request the Bureau of Mediation Services to submit a panel of five (5) azbitrators. Both the EMPLOYER and the Association shall have the right to strike two (2) names from the panel. The Association shall strike the first (lst} name; the EMPLOYER shall then strike one (1) name. The process will be repeated and the remaining person shall be the arbitrator. 65 The arbitrator shall have no right to amend, modify, nullify, ignore, add to, or subtract from the provisions of this Agreement. The arbitrator shall consider and decide only the specific issue submitted in writing by the EMPLOYER and the Association and shall have no auttiority to make a decision on any other issue not so submitted. The azbitrator shall be without power to make decisions contrary to or inconsistent with or modifying or varying in any way the appiication 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 be later, unless the parties agree to an extension. The decision shall be based solely on the azbitrator's interpretation or application of the express terms of this Agreement and to the facts of the grievance presented. The decision of the arbitrator shail be final and binding on the EMPLOYER, the Association and the employees. 6.6 The fees and expenses for the azbitrator's services and proceedings shall be bome equally by the EMPLOYER and the Association, provided that each party shall be responsible for compensating its own representatives and witnesses. If either pariy desires a verbatim record of the proceedings, it may � cause such a record to be made, providing it pays for the record. 7 ARTICLE 6- EMPLOYEE RIGHTS - GRIEVANCE PROCEDURE (Continued) 6.7 The time limits in each step of this procedure may be extended by mutual agreement of the EMPLOI'�� and the Association. 6.8 The procedure established by this Article shall be the sole and exclusive procedure for the processing of gievances, wluch aze defined as an alleged violation of the terms and conditions of this agreement. However, this Article does not abridge grievance rights possessed by eligible Veteran's under applicable Veterans' statutes. It is understood that issues not related to terms and conditions of employment (for example: topics listed in Civil Service Rule 26III A, B, C- performance reviews, examinations and classification) shall continue to be processed in accordance with the grievance procedure outlined in the Civil Service Rules. 6.9 The provisions of this Article 6 shail not apply to Articles 3.11 and 312 of this Agreement. ARTICLE 7 - CITY MILEAGE 7.1 Automobile Reimbursement Authorized: Pursuant to Chapter 33 of the Saint Paul Administrative Code, as amended, pertaining to reimbursement of City officers and employees for the use of their own automobiles in the performance oftheir duties, the following provisions are adopted. 7.2 Method of Computation: To be eligible for such reimbursement, all officers and employees must receive vrritten authorization from the Department Head. � Type i If an employee is required to use his/her own automobile OCCASIONALLY during employment, the employee shali be reimbursed at the rate of $4.00 per day for each day the employee's vehicle is actually used in performing the duties of the employee's position. In addition, the employee shall be reimbursed $.20 per mile for each mile actually driven. If such employee is required to drive an automobile during employment and the Department Head or designated representative determines that an EMPLOYER vehicle is available for the employee`s use but the employee desires to use his/her own automobile, then the employee shall be, reimbursed at the rate of . per mi e ven an s not e e igi e or any per diem. Type 2 If an employee is required to use hislher own automobile REGULARLY during employment, the employee shall be reimbursed at the rate of $4.00 per day for each day of work. In addition, the employee shali be reimbursed $.20 per mile for each mile actually driven. If such empioyee is required to drive an automobile during employment and the department head or designated representative detemunes that an EMI'LOYER vehicle is available for the employee's use but the employee desires to tue hisJher own automobile, then the employee shatl be reimbursed at the rate of $.20 per mile driven and shall not be eligibie for any per diem. � 0 ARTICLE 7 - CITY MILEAGE (Continued) � � - � O � � 73 The City will provide pazking at the Civic Center Pazking Ramp for City employees on either of the above mentioned types of reimbursement plans who are required to have their personai car available for � City business. Such pazking will be provided only for the days the employee is required to have his or her own personal caz available. 7.4 Rules and Regulations: The Mayor shall adopt rules and regulations goveming the procedures for automobile reimbursement, which regulations and rules shall contain the requirement that recipients shall file daily reports indicating miles driven and sha11 file monthiy affidavits stating the number of days worked and the number of miles driven, and further require that they maintain automobile liability insurance in amounts of not less than $100,000/$300,000 for personal injury, and $25,000 for property damage, or liability insurance in amounts not less than $300,000 single lunit coverage, with the City of Saint Paul named as an additional insured. These rules and regularions, together with the amendment thereto, shall be maintained on file with the City Clerk. ARTICLE 8 - RESIDENCY 8.1 The Residency Resolution effective August 4, 1979, in Council File No. 273378 shall apply to all employees covered by this Agreement. AR.TICLE 9 - VACATION �.1 Each employee working in a title listed in Article 1.2 under the heading "Clerical and Technical Group" shalt accumulate vacation credits at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service Effective 12/31/02: � 1 st yeaz thru 4th yeaz Sth yeaz thru 9th yeaz I Oth yeaz thru 15th yeaz 16th yeaz thru 23rd year 24th yeaz and thereafter Years of Service 1 st yeaz thru 4th yeaz 5th yeaz thru 9th yeaz l Oth yeaz thru 15th year 16th yeaz thru 23rd year 24th yeaz and thereafter Hours of Vacation .0385 (10 days) .0616 (16 days) .0731 (19 days) .0885 (23 days) .1000 (26 days) Hours of Vacation .0462 (12 days) .0692 (18 days) .0808 (21 days} .0962 (25 days) .1077 (28 days) 0 ARTICLE 9 - VACATION (Continued) 9.2 Each employee working in a title listed in Article 1.2 under the heading "Professionai Group" shall � accumulate vacation at the rates shown below for each full hour on the payroll, excluding overtime. Years of Service Effective 12/31/02: 93 � 1 st yeaz thru 4�' year 5�' yeaz thru 7"' year 8th year thru 15th yeaz 16th yeaz thru 19th yeaz Twenty yeazs and beyond Years of Service 1 st yeaz thru 4 yeaz 5�' year thiv '7"' yeaz Sth yeaz thru 15th yeaz 16th yeaz thru 19th yeaz Twenty yeazs and beyond Hours of Vacation .0577 (IS days) .0692 (18 days) .0846 (22 days) .0962 (25 days) .1000 (26 days) Hours of Vacation .0654 (17 days) .0769 (20 days) .0923 (24 days) .1d38 (27 days) .1077 (28 days) The Head of the Department may permit an employee to carry over up to one hundred twenty (120) hours of vacation into the next IRS payroll reporting year. The above provisions of vacation shali be subject to the Saint Paul Salary Plan and Rates of � Compensation, Section I, Sub. H. 9.5 Employees under the heading "Professional Group" may request compensation in cash for up to one week of unused vacation within each IRS payroll reporting yeaz. Payment will be at the discretion of the Departrnent Head and additionally, limited by the availability of funds in the Department's Budget. Such election must be made in writing on or before December 1 of each IRS payroll reporting yeaz. If the employee elects to sel] vacation, the payment for such sold vacation shall be made in a lump sum in the neazest full payroll period following the election date. The payment shall be in an amount equai to the number of hours sold times the employees regulaz rate of pay in effect as of the date of such election. Arti 1 9 5 chali nnr hP c, �Prt rQ rhP n nf.ArticlP F ofth;��yPnt .----_ 9.6 If an empioyee under the heading "Professional Group" has an accumulation of sick leave credits in excess of one hundted eighty (180) days, s/he may convert any part of such excess to vacation at the rate of one-half day's vacation for each day of sick leave credit. The maximum number of days vacation allowed by the conversion of such leave credits shall be no more than five (5) days in any one IRS payroll reporting year. Invoking the use of this Article at any time within the IRS payroll reporting yeaz, with the exception of those who retire during the reporting yeaz, will prohibit the use of Article 9.5 above. � 10 ARTICLE 10 - INSURANCE Active Employees C� ( -C��d �0.1 The insurance plans, premiums for coverages and benefits contained in the insurance plans offered by the EMPLOYER shall be solely controlled by the contracts negotiated by the EMPLOYER and the benefit providers. The EMPLOYER will attempt to prevent any changes in the benefits offered by the benefit providers. However, ihe employees selecting the offered plans agree to accept any changes in benefits which a specific provider implements. 10.2 For each eligible employee working under a title listed in ARTICLE 1.2 under the heading "Clerical and Technical Group; ' who is employed full time and who selects single employee health coverage provided by the EMPLOYER, the EMPLOYER agrees to contribute $211.62 [amount of 2000 single premium] per month plus any increase in the 2001 single health insurance premium up to $40.00 per month. If the 2001 single health insurance premium increase is over forty ($40.00) dollazs, the EMPLOYER will contribute 50% of the amount over ($40.00) dollars.[ for 2001 the increase in the single premium is $18.22/month] Effective for the January, 2001 insurance premiums, for each eligible employee who selects family health insurance coverage, the EMPLOYER will contribute 401.49 plus an amount equal to the 2001 singIe heaIth insurance premium increase up to forty ($40.00) doIlazs. If the Z001 singIe health insurance premium increase is over forty ($40.00) dollazs, the EMPLOYER will contribute 50% of the amount over forty ($40.00) dollazs. � Retroactive payment adjustments shall apply only to Employees who were employed by the City as of the date of signing of this contract. 103 Effective for the January 2002 insurance premiums, for each eligible employee covered by this agreement who is employed full-time and who selects single employee health insurance coverage provide by the EMPLOYER, the EMPLOYER agrees to contribute the 2001 contribution plus an increase up to forty ($40.00) dollazs per month. If the single health insurance premium increase for 2002 exceeds forty ($40.00) dollazs per month, the EMPLOYER will contribute 50% of the amount over forty ($40.00) dollazs. Effective for the January, 2002 insurance premiums, for each eligible full-time employee shown in ARTICLE 10.2 above who selects family health insurance coverage, the EMPLOYER wiil contribute the 2001 contribution pius 60% of the family premium increase in 2002 up to $60.00. If the 2002 family premium increase exceeds $100.00, the City will pay 40% of the excess increase. If in either year the number of pians increases, the increase wiil be based on the average premium. � LJ 11 ARTICLE 10 - INSURANCE (Continued) 10.4 Effective for the January, 2001 insurance premiums, for each eligible full-time employee working und� a title listed in ARTICLE 1.2 under the heading "Professional," the EMPLOYER agrees to contribute, $295.00 per month towazd the cost of 2001 Single Health Insurance Coverage, or $375.57 (amount of the 2000 family premium) plus an amount equal to the 2001 single health insurance premivm increase up to forty ($40.00) dollazs per month towazd the cost of Family Health Insurance Coverage. If the 2001 single health insurance premium increase is over forty ($40.00) dollazs, the EMPLOYER will contribute 50% of the amount over forry ($40.00) dollars. (For 2001, because the increase in the single premium is $18.22/month, the EMPLOYER's contribution to the family premium will be $393.79.) Retroactive payment adjustments shall apply only to Employees who were employed by the City as of the date of signing of tlus contract. 10.5 Effective for the January, 2�02 insurance premiums, for eligible fuli-time employees shown in ARTICLE 10.4 above, the EMPLOYER agrees to contribute $295.00 per month towazd the cost of Single Health Insurance Coverage, or for Family Heaith Insurance Coverage the 2001 family contribution plus 60% of the 2002 family coverage premium increase in 2002 up to $60.00. If the 2002 family premium increase exceeds $100.00, the City will pay 40% of the excess increase. If in either yeaz the number of pians increases, the increase will be based on the average premium. 10.6 For the purpose of this ARTICLE 10, full-time benefits will apply to those part-time employees who appeaz on the payroll an average of at least 64 hours per biweekly pay period for the twelve (12) month period preceding the annual open enroilment or special enrollments, or the six month period preceding* initial enrollment. Three-quarter time benefits wili apply to those part-time employees who appear on the payroll an average of at least 52 hours, but less than 64 hours, per biweekly pay period for the twelve (12) month period preceding the annual open enroliment or special enrollments, or the si�t month period preceding initial enrollment. Half-time benefits will apply to those part-time employees who appear on the payroll an average of at least 4O ho�r,c bnt lecc than 5� hnnrc �ner hiv �PP�l��,T a3 � r Pri�.� f� the twelu�El�}�F�t�= ---- preceding the annual open enrollment or special enrollments, or the six month period preceding initial enrollment. 10.7 For each eligible employee covered by this AGREEMENT who is eligible for half-time benefiu and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute fifty percent (50%) of the amount contributed for employees eligible for full-time benefits with the same single or family selection in the same insurance plan. � 12 ARTICLE 10 - INSURANCE (Continued) 6 �_C�`�a For each eligible employee covered by this AGREEMENT who is eligible for three-quarter time benefits � and who selects single or family health insurance coverage, the EMPLOYER agrees to contribute seventy-five percent (75%) of the amount contributed for employees eligible for full-time benefits with the same single or family selection in the same insurance plan. Part-time employees who aze permanently appointed to a fuli-time (80 hours per biweekly pay period) position after the commencement of the plan yeaz, shall be made eligible for full-time benefits after they have completed at least forry hours in a monthly qualifying pay period as a full-time employee. Full-time employees who aze permanently appointed to a part-time (less than 80 hours per biweekly pay period) position after the commencement of the plan yeaz, shall be reduced to the benefit level applicable for tl�e hours scheduled by the department. Such reduction shail take efFect on the first month the employee does not complete a monthiy qualifying pay period as a full-time employee. 10.8 For each eligible employee working in a title listed in ARTICLE 1.2 under the heading "Clerical and Technical Group," and who has selected health insurance coverage, the EMPLOYER agees to contribute the cost of $20,000 life insurance. Employees who waive participation in the health insurance plan shall not be eligible for this life insurance, nor shall they be eligible to participate in any optional coverages or flexible spending accounts. 10.9 Under the "Cafeteria Plan," all benefits eligible employees (i.e. 40 hours/pay period or more), working in a title listed in ARTICLE 1.2 under the heading "Professional" may select single health insurance coverage and employee life insurance in an amount equal to the employee's annual salary to the neazest � full thousand if they elect to participate. Employees who waive participation shail be eligible to participate in optional coverages at the employee's expense if the employee is benefit eligibie for each of the preceding tweive months. For the purpose of this section, the employee's annual salary shall be based on the employee's salary as of the month prior to the annual open enrollment. Any unused portion of the EMPLOYER'S contribution for which a participating employee is eligible is defined as unused benefit dollars, not salary, and shall be paid to the employee as ta�cable income. Such payment will be made during the month of January following the insurance yeaz. For empioyees who terminate their employment with the City of Saint Paul, no such payment for unused benefit dollars shall be made following termination. 10.10 Employees covered by this Agreement will be eligible to participate in the Flexible Spending Accounts as offered by the EMPLOYER. The service fee chazged to participating employees shali be paid by the EMPLOYER. 10.11 Retroactive EMPLOYER'S insurance contributions shall apply to all who remain employed by the EMPLOYER as of the date of signing this agreement. � 13 ARTICLE 10 - INSURANCE (Continued) Retiree Insurance for Clericai, Technical and Professional Employees � 10.12 Employees who retire must meet the following conditions at the time of retirement in order to be eligible for the EMPLOYER contributions, listed in Sections 10.13 through 10.23 below, towazd a health insurance plan offered by the EMPLOYER: 10.12(1) 10.12(2) Be receiving benefits from a public empioyee retirement act at the time of retirement, and Have severed his/her relationship with the City of Saint Paul for reasons other than misconduct, and 10.12(3) Service requirements for retiree health insurance eligibility will not include yeazs of service with School District No. 625 for employees hired by the City, or transferred to the City, after February 27, 1998. 10.12(4) If an employee does not meet the yeazs of service requirement in sections 10.13 through 1 O.l 6, s/he may purchase, at their own expense, the coverage currendy in effect at the time of retirement through the EMPLOYER's insurance program if they meet the requirements of Chapter 471.61 (formerly Chapter 488) of Minnesota Statute. Early Retirees 10.13 This Section applies to employees who: 10.13(1) Retire on or after January 1, 1996, and 10.13(2) Have completed twenty (20) yeazs full-time service with the City of Saint Paui, unless receiving a disability pension from the City of Saint Paul, and 10.13(3) Were appointed prior to January 1,1996, and 10.13(4) Meet the terms set forth in Section 10.12 above, and 10.13(5) Select a health insurance plan offered by the EMPLOYER. � Unul such em,plovees reach sixtx-five 651 veazs of �ge the EMPi.OYER ag�ee to contribute a _ maacimum of $350.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the reriree. In addition, the EMPLOYER will contribute the cost for $S,OOO life insurance coverage for employees under the heading of "Professional" and the cost for $20,000 life insurance coverage for employees under the heading of "Clerical and Technical Group;' until the retiree attains the age of siaity-five (65) Only dependents of record at the time of retirement shall be eligible for City contribution. When such early retiree attains age sixty-five (65), tfie provisions of Section IO.I S shalT appIy. � 14 ARTICLE 10 - INSURANCE (Continued) G r-��a 10.14 This Section shall apply to employees who: • 10.14(1) Retire on or after January 1, 1996, and have completed riventy (20) yeazs full-time with the City of Saint Paul, unless receiving a disability pension from the City of Saint Paul, and 10.14(2) Were appointed on or after January 1, 1996, and 10.14(3} Have not attained age sixty-five (65) at retirement, and 10.14(4) Meet the conditions of Section 10.12 above, and 10.14(5) Select a health insurance plan offered by the EMPLOYER. Until such employees reach sixty-five (65) yeazs of age, the EMPLOYER agrees to contribute a maafimum of $300.00 per month towazd the cost of single health insurance coverage; no EMPLOYER contribution will be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. In addition, the EMPLOYER will contribute the cost for $S,OOO life insurance until the retiree attains the age of sixty-five (65). When such eazly retiree attains age sixty-five (65), the provisions of Section 10.16 shall apply. Regular Retirees (Age 65 and over) 10.15 � This Section shall apply to fuli-time employees who: 10.15(1) 10.15(2) 10.15(3) 10.15(4) 10.15(5) 10.15(6) The EMPLOYER agrees to contribute up to a maximum of $550.00 per month towazd the cost of single or family health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. Only dependents of record at the tune of retirement shall be eligibie for City contribution. Retire on or after January 1, 1996, and Were appointed prior to January 1, 1996, and Have completed twenty (20) years full-time with the City of Saint Paul, uniess receiving a disability pension from the City of Saint Paul, and Have attained age si�cty-five (65) at retirement, and Meet the conditions of Section 10.12 above, and Select a health insurance plan offered by the EMPLOYER. � 15 ARTICLE 10 - INSURANCE (Continued) 10.16 This Section shall apply to full-time employees who: 10.16(1) Retire on or after January 1, I996, and 10.16(2) Were appointed on or after January 1, 1996, and 10.16(3) Have completed twenty (20) yeazs full-time service with the City of Saint Paul, unless receiving a disability pension from the City of Saint Paul, and 10.16(4) Have attained age sia�ty-five (65) at retirement, and 10.16(5) Meet the conditions of Section 10.13 above, and 10.16(6) Select a health insutance plan offered by the EMPLOYER. � The EMPLOYER agrees to contribute up to a masimum of $300.00 per month towazd the cost of single health insurance coverage; no EMPLOYER contribution wili be applied to the cost of dependent health insurance coverage. Any unused portion shall not be paid to the retiree. No life insurance coverage will be provided. 10.17 In the event of reduction of hours of employment for budgetary reasons during the last twelve (12) months of employment, the eligibility will be determined by the previous forty-eight (48) months before the reduction. 10.18 Employees who have completed twenty (20) yeazs of full-time service with the City of Saint Paul and reduce to part-time prior to retirement and who aze eligible and enrolled in the City's medical plan � continuously until retirement shall be eligible for full-time benefits at retirement. 10.19 Eazly or Regulaz Retirees who aze eligible for EMPLOYER conh towazds the cost of single coverage only may continue dependent health insurance coverage at their own expense. , 10.20 The surviving spouse of an employee carrying family coverage at the time of lus/her death due to a job connected injury or iliness which was detemuned to have arisen out of and in the course of his/her employment under worker's compensation law shall continue to be eligible for City contribution in the same proportions as is provided for retired employees. In the event of the death of an eazly retiree who retired under Section 10.13 or a regular retiree who refired under Section 10.15, the dependents of the retiree shall have the option, within thirty (30) days, to continue the current health insurance covera e wtuch sazd de nden ' - , , g ` pe ts previously had, af flie preiniucri and EMPLOYER contribution accorded to the eligible deceased retiree. Dependents not of record at the time of retirement may continue coverage at their own expense. � 16 ARTICLE 10 - INSURANCE (Continued) 6 � -C�� In the event of the death of an eazly or regulaz retiree who was eligible for EMPLOYER contribution M towards single health insurance coverage only, dependents on the EMPLOYER's plan at the time of the retiree's death may continue coverage at their own expense. It is further understood that coverage shall cease in the event o£ 10.20(1) Subsequent remartiage of the surviving spouse of the deceased employee or retiree. 10.20(2) The empioyment of the surviving spouse or dependent where health insurance is obtained through a group program provided by said EMPLOYER. In this event, however, the surviving spouse or dependent shail have the righf to maintain City heaith insurance for the first ninety (90) days of said employment. 10.21 A retiree may not carry his/her spouse as a dependent if such spouse is also a City retiree or City employee and eligible for and is enrolled in the City health insurance Program. 10.22 The contributions indicated in Article 10 shall be paid to the EMPLOYER's third party administrator. 10.23 The following list of employees is a good faith effort by tt�e City and the Association to identify employees, as of this contract date, who were hired by the City of Saint Paul prior to January 1, 1991, � and who have less than twenty (20) yeazs of service with the City of Saint Paul upon reaching the age of sixty (60). The intention of the parties is to include only those employees that aze represented by the AssociaTion prior to January 1, 1996, and are still employed by the City as of the signing of this Agreement. 10.23(1) The following employees wiil qualify for heaith insurance coverage as specified below at the age of sixty (60) with a minimum of fifteen (15) yeazs of service. The requirements of Section 10.13 must be met by the employee. If any of the following employees choose to continue their employment beyond age sixty (60) and attain (20) yeazs of service with the City, they may qualify as provided for under this Agreement. Janice Bunde Mike Foley The EMPLOYER agrees to contribute a maYimum of $350.00 per month towazd the cost of single health insurance coverage offered to Early Retirees. Upon reaching the age of sixty-five (65), the EMPLOYER agrees to contribute a maacimum of $550.00 towazds the cost of single health insurance coverage offered to Regular Retirees. Any unused portion shali not be paid to the retiree. No EMPLOYER contribution will be appiied to the cost of dependent health insurance coverage, nor wili Survivors of these employees be eligible for EMPLOYER contribution. � 1'7 ARTICLE 10 - INSURANCE (Continued) 10.24 A retiree's participation in the City's health insurance plan must be continuous. The retiree mus� be participa�ing in a City health insurance pian at the time of retirement. If a retiree chooses not to participate at the time of his/her retirement or if a retiree discontinues his/her participation at a later date, such retiree will not be eligible for any future participation or for any EMPLOYER contribution. 10.25 Additional dependants beyond those of record at the time of retirement may not be added to the retiree's health insurance plan at City expense after retirement. ARTICLE ll- WORKING OUT OF CLASSIFICATIOI�T 11.1 Any employee working an out-of-class assignment for more than ten (10) consecutive days shall receive a higher rate of pay for the out-of-class assignment in the higher classification starting from the first day the employee was required to work the out-of-class assignment. For the purposes of this Article, an out-of-class assignment is defined as an assignment of an employee to perform, on a full-time basis, the significant duties and responsibilities of a position different from the employee's regulaz position, and which is in a classification higher than the classification held by the 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 regulaz appointment to the next higher classification in the employee's current class series. 11.2 For the following classifications, the provisions of 11.1 shall not apply to performance of the duties of � the next higher classification in the job series: Clerk I Clerk-StenographerI Clerk-Typist I ARTICLE 12 - EMPLOYEE RECORDS 12.1 Any member of the bazgaining unit may, during usual working hours, with the approval of the �� supervisor, review any material placed in the employee's personnel file, after first giving proper notice to the supervisor in custody of such file. ARTICLE 13 - BULLETIN BOARDS 13.1 The EMPLOYER sfiall piovide reasonable bullefin space for use by the Union in posting norices of Union business and activities, said bulletin boazd space shall not be used by the Union for political purposes other than Union elections. Use of this bulletin board is sub}ect to approval of the Deparnnent Head. � � ARTICLE 14 - WAGES � \ — �� 14.1 The wage schedule, for the purposes of this contract, shall be Appendix A, attached hereto. Both parties \� agree that the mclusion of the classificauons and salary ranges in Appendix "A" does not preclude the EMPLOYER from the following: 1. Reorganizing 2. Abolishing classifications 3. Establishing new classifications 4. Regrading ciassifications 5. Reciassifying positions 14.2 � � Both parties also agree that titles and grades in Appendix A refer to employees in the positions at the date of signing of the Agreement. No employee in this bazgaining unit shall suffer any reduction in salary because of a regrading or reclassification during the contract period in which such regrading or reclassification takes place. The rates in the wage schedule in Appendix A shall reflect the following adjustments: Clerical & Technicai titles Effective December 30, 2000: Effective December 29, 2001: Professional titles Effective December 30, 2000: Effective December 29, 2000: 2.75% increase 3.00% increase 2.95% increase 3.20% increase Retroactive pay adjustments shall apply oniy to employees who were employed by the City as of the date of signing this contract. Members of the Association transferring to another bazgaining unit that has already received a retroactive adjustment for similar effective dates and percentages shall receive retroactive pay from these effective dates through the date of their leaving this Association. ARTICLE 15 - MAINTENANCE OF STANDARDS I5.1 The parties agree that all conditions of employment relating to wages, hours of work, overtune differentials, vacations and ail other general working conditions shall be maintained at not less than the highest minimum standazd set forth in the Civil Service Rules of the City of Saint Paul and the Saint Paul Salary Plan and Rates of Compensation at the time of the signing of this Agreement, and the conditions of employment shall be unproved wherever specific provisions for improvement aze made elsewhere in this Agreement. � 19 ARTICLE 16 - LEAVES OF ABSENCE 16.1 Leave of Absence - After three month's employment, an employee may make application for a leave � absence not to exceed one year. A leave of absence shall be granted on the basis established in the Ci Service Rules (Resolution No. 3250). 16.2 Military Leave With Pay - Any employee who shall be a member of the National Guazd, the Naval Militia or any other component of the militia of the State, now or hereafter organized or constituted under state or federal law, or who shall be a member of the Officer's Reserve Corps, the Enlisted 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 sfatus, efficiency rating, vacation, sick leave or other benefits for ali 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 or federal purposes, provided that such leave shall not exceed a total of fifteen (15) days in any calendaz yeaz, and further provided that such leave shall be allowed only in case the required military or naval service is satisfactorily performed, which shall be presumed unless the contrary is established. Such leave shall not be allowed unless the employee (1) returns to his/her position immediately upon being relieved from such military or naval service and not later than the expiration of time herein limited for such leave, or (2) is prevented from so returning by physical or mental disability or other cause not due to such employee's own fault, or (3) is required by proper authority to continue in such military or naval service beyond the time herein limited for such leave. � 16.3 Military Leave Without Pay - Any employee who engages in active service in time of waz or other emergency declazed by the proper authority of any of the military or naval forces of the state or of the United States for which leave is not othenvise ailowed by law shall be entitled to leave of absence from employment without pay during such service with right ofreinstatement and subject to such conditions as aze imposed by law. Such leaves of absence shall conform to Minnesota Statutes, Section 192, as amended from time to time, and shall confer no additional benefits other than those granted by said statute. 16.4 Jury Duty - Any employee who is required during his/her regulaz working hours to appeaz in court as a juror or witness, except as a witness in his/her own behalf against the CITY, shall be paid his/her regulaz pay while he/she is so engaged. Provided, however, that any fees that the employee may receive from the court for such service shall be paid to the CITY and be deposited with the EMPLOYER. Any employee who 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/she is required to appeaz in court as a juror or witness. � �I] ARTICLE 16 - LEAVES OF ASSENCE (Continued) � � -�sa 16.5 Funeral Leave - Any employee who has accumulated sick leave credits, as provided in the Civil Service . Rules, shall be granted three days of such leave to attend the funeral of the employee's grandparent or grandchild. Employees who have accumulated sick leave credits, as provided in the Civil Service Rules, shall be granted leave with pay for such period of time as the Head of the Department deems necessary, on account of death of the employee's mother, father, spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member of the household. 16.6 Union Leave - Any employee elected or appointed to a full time paid position by the exclusive representative may be granted a leave of absence without pay for not more than one yeaz for the purpose of conducTing the duties of the exclusive representative. 16.7 Maternity and Parental Leave - Pregnant employees of the City of Saint Paul shall be eligible for the use of paid sick leave and unpaid leave of absence in the same manner as any other disabled or ili City employee. Such paid sick leave eligibility shall begin upon certification by the employee's attending physician that the employee is disabled in terms of her ability to perform the duties of her position. A twelve (12) month Pazental leave of absence without pay shail be granted to a natural parenf or an adoptive pazent who requests such leave in conjunction with the birth or adoption of a child. Such leave may be extended an additional twelve (12) months by mutual agreement between the employee and the EMPLOYER. Refusal on the part of the EMPLOYER to grant an extension of such leave shali not be subject to the provisions of Article 6 of this Agreement. � Employees who return following such leaves of absence shall be placed in a position of equivalent salary and tenure as the one held just prior to the beginning of their leave. 16.8 Education Leave - Leave with pay may be granted for educational purposes at the option of the EMPLOYER. 16.9 Voluntary Leave - No Pay - A full-time empioyee may be granted up to 480 hours of voluntary leave of absence without pay during the fiscal yeaz. During such leave of absence, the employee shall continue to earn and accrue vacation and sick leave, seniority credits and maintain insurance eligibility as though he or she were on the payroll. Any leave of absence granted under this Article is subject to the approval of the Department Head. � 21 ARTICLE 17 - DEFERRED COMPENSATION 17.1 Beginning January 1, 2002, employees working in a title listed under ARTICLE 1.2 of the "Clerical � Technical Group" who have compieted ten (10) years of service shall have a$50.00 deferred contribution match paid by the EMPLOYER as indicated in the eligibility requirements below. 17.2 The EMPLOYER will match contributions by the fust paycheck closest to October 1 of the plan year. 17.3 Eligibility Requirements: A. Employees must have been in ihe CCEA bargaining unit (Clerical or Technical title) effective i/1 of the pian year. B. Qualifying yeazs of service (determined by date of hire) must have been attained by 1!i of the plan yeaz. C. Employees cannot have been on lay off from City employment during the 12 month time period preceding July 1 of the plan yeaz. D. Employees must have the full amount ($50.00) of their contribution made by September 1 of the plan yeaz (or by the employee's date of separation from this bazgaining unit, if such separation occurs before September 1) in order to receive the EMPLOYER match. E. Employees separated for cause from this bargaining unit are specificaliy excluded from the EMPLOYER match program. � ARTICLE 18 - MANAGEMENT RIGHTS 18.1 The Association recognizes the right of the City to operate and manage its affairs in all respects in accordance with applicable laws and regulations or appropriate authorities. All rights and authority which the City has not officiaily abridged, delegated or modified by this Agreement aze retained by the CITY. r8�.� A pu fic EMPLOYER is not required to meet and negotiate on matters of inherent managerial policy, � which include, but aze not limited to, such azeas of discretion or policy as the functions and programs of the EMPLOYER, its overall budget, utilization of technology, and organizational structure and selection and direction and number of personnel. ARTICLE 19 - SENIORITY 19.1 Seniority, for the purpose of this Agreement, shall be defined as follows: The length of continuous, regulaz and probationary service with the EMPLOYER from the date an employee was first certified and appointed to a class title covered by this Agreement, it being further understood that seniority is confined to the current class assignment held by an empioyee. In cases where two or more employees aze 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. 22 � / �• ARTICLE 19 - SENIORITY (Continued) 19.2 �.3 Seniority shall temunate when an employee retires, resigns, or is discharged. In the event it is determined by the EMPLOYER that it is necessary to reduce the work force, employees will be laid off by class title within each department based on inverse length of seniority as defined above. However, when layoff occurs in any of the tides listed below under Column A, layoff shall be based on inverse length of total seniority in all titles tisted on the corresponding line under Column B. The Departrnent will identify such least senior employee in the department reducing positions, and shall notify said employee of his/her reduction from the department. If there aze any vacancies in any of the titles under Column B on which seniority was based, in any other City Departrnent, the Human Resources Department shall place the affected employee in such vacancy. If two or more vacant positions aze availabie, the Human Resources Office shall decide which vacant positions the affected empioyee shali fill. If no vacancy exists in such titles, then the least senior City employee in such titles shall be identified, and if the employee afFected by the original departmental reduction is more senior, he/she shail have the right to claim that position and the least senior City employee in such titles shall be the employee laid off. For the purposes of this article, the Board of Education is not included as a City department nor is a Board of Education employee included as a City empIoyee. Column A �lerk I lerk II Cterk-Typist I Cierk-Typist II Cierk-StenographerI Cashier I Cashier II Accounting Machine Operator I Accounting Machine Operator II Data Entry Operator I Data Entry Operator II Duplicating Equip. Operator Trainee Duplicating Equip. Operator Column B Clerk I, Cierk II Clerk I, Clerk II Cierk-Typist I, Clerk-Typist Ii Clerk-Typist II, Clerk-Typist I Clerk-Steno I, Clerk-Steno II Cashier I, Cashier II Cashier II, Cashier I Accounting Machine Operator I Accounting Machine Operator II Accounting Machine Operator II Accounting Machine Operator I Data Entry Operator I, Data Entry Operator II Data Entry Operator II, Data Entry Operator I Duplicating Equip. Operator Trainee, Duplicating Equip. Operator Duplicating Equip. Operator, Duplicating Equip. Operator Trainee 19.4 In cases where there aze promotional series such as Clerk I, II, III, etc., when the number of emptoyees � in these higher titles is to be reduced, employees who have held lower titles which are in this bazgaining unit will be offered reductions to the highest of these titles to which class seniority would keep them from being laid off, before layoffs aze made by any class title within any departrnent. 23 ARTICLE 19 - SENIORITY (Continued) 19.5 In cases where an employee to be laid off has held no regulaz appointment in a lower title in the same � promotional series as his/her current title, that employee will be offered a reduction to the title within the bazgaining unit to which he/she was regulazly appointed immediately prior to his/her current title, so long as there is either a vacancy or if no vacancy exists a less senior employee in such title may be displaced. In cases where an employee to be laid offhas held no regulaz appointment to any tifles immediately prior to his/her current tiUe, said employee shall be laid off: The empioyee reducing into a tifle formerly heid must satisfactorily complete a six-month probationary period in such tide. If the probationary period is not satisfactory, the employee shall, at any time during the probationary period, be reinstated to his/her former title and shall be laid off, but such employee's name will be placed on the reinstatement register in his/her former title and "bumping" rights herein shall not again apply to such empioyee. This procedure wiil be followed by the City for City employees, and by the Boazd of Education for Boazd of Education empioyees; however, City employees being reduced or laid off may not displace Boazd of Education empioyees; Boazd of Education employees being reduced or laid off may not displace City employees. 19.6 It is understood that such employees will pick up their former seniority date in any class of positions that they previously heid. 19.7 Recall from layoff shall be in inverse order of layoff, except that recall rights shall expire after two yeaz� of layoff. ARTICLE 20 - DISCIPLINE 20.1 The EMPLOYER will discipline employees for just cause only. Discipline will be in the form o£ 20.1 Oral reprimand; 20.2 Written reprimand; 203 Suspension; 20.4 Reduction; 20.5 The listing above of 20.1 through 20.5 does not indicate that such forms of discipline must be progressive and in such order for any one employee. 20.2 Suspensions, reductions and discharges will be in written form. 203 Employees and the Association will receive copies of written reprunands and notices of suspension and discharge. 203 (1) Any written reprimand made conceming any member of tYus Bazgaining Unit which is filed with the Human Resources Office or within any City department, shall be shown to the member before it is placed on file. Before the reprimand is placed on file, the City • shall request from the employee an acknowledgment, in writing, that the reprimand has been read by said employee. 24 � t -c��d ARTICLE 20 - DISCIPLINE (Contiaued) 20.4 Employees may examine all information in their EMPLOYER personnel files that concems work � evaluations, commendations and/or disciplinary actions. Files may be examined at reasonable times under direct supervision of the EMPLOYER. 20.5 Discharges will be preceded by a five (5) calendaz day preliminary suspension without pay. During said period, the employee and/or Association may request, and shall be entitled to a meeting with the EMPLOYER representative who initiated the suspension with intent to discharge. During said five (5) calendar day period, the EMPLOYER may affirm the suspension and dischazge in accordance with Civil Service Rules, or may modiFy or withdraw same. 20.6 An empioyee who is being questioned in a disciplinary investigation which could lead to discipline of the employee shall be offered the right to have an Association representative present during questioning. ARTICLE 21 - LEGAL SERVICES 21.1 Except in cases of malfeasance in office or willful or wanton neglect of duty, the EMPLOYER shall defend save harmless and indemnify an employee, and/or his/her estate, against any claim or demand, whether groundless or otherwise, azising out of an alleged act or omission occurring in the performance and scope of the employee's duties. 21.2 Notwithstanding Articie 21.1, the EMPLOYER shall not be responsible for paying any legal service fee • or for providing any legal service arising from any legai action where the empioyee is the PIaintiff. ARTICLE 22 - NO STRIKE - NO LOCKOUT 22.1 Neither the Association, its officers or agents, nor any of the employees covered by this Agreement will engage in, encourage, sanction or support any strike, or the withholding in whole or in part of the full performance oftheir duties during the Iife ofthis Agzeement, except as specificaIIy alIowed by the Public Employment Labor Relations Act. In the event of a violation of this article, the EMPLOYER will wam employees of the consequences of their action and shal] instruct them to immediately retum to their normal duties. Any employee who fails to return to his/her full duties within twenty-four (24) hours of such waming may be subject to the penalties provided in the Public Employment Labor Relations Act. 22.2 No lockout, or refusal to aliow empioyees to per£orm available work, shatl be insfituted by the EMPLOYER and/or its appointing authorifies during the life of this Agreement. • 25 ARTICLE 23 - SEVERA.NCE PAY 23.1 The EMPLOYER shall provide three distinct severance pay plans as set forth in this Article. Eligibility Requirements 23.2 To be eligible for any of the severance pay plans, an empioyee must meet the following requirements: � 23.2(I ) The employee must be voluntarily sepazated from City employment or have been subject to sepazation by layoff or compulsory retirement. Those employees who are discharged for cause, misconducY, inefficiency, incompetency, or any other disciplinary reason aze not eligible for the City severance pay plan. 23.2(2) The employee must file a waiver of re-employment with the Director of Human Resources, which will cleaziy indicate that by requesting severance pay, the employee waives all claims to reinstatement or re-employment (of any type), with the City. 23.2(3) Employees must be receiving funds from a public EMPLOYER funded pension pian. 233 - Severance Pay Plan 1(All CCEA members) Severance Pay -This severance pay plan shali be subject to and governed by the provisions of City Ordinance No.11490 except in those cases where the specific provisions of this Articie conflict with said ordinance, and in such cases, the provisions of this Article shall control. Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance � Pay allowed shall be that amount permitted by State Statutes subject to the provisions that the maximum amount allowed shali be $4,000. T'he manner of payment of such severance pay shall be made in accordance with the provisions of City Ordinance No. 11490. Severance Pay Plan 2(Ali CCEA members) 23.G In addition to the requirements listed in 23.2, an employee musi meet the following requirements: ��- -u. . - ,� .- - - - - -- - ..� 23.4(2) 23.4(3) 23.4(4) 23.4(5) The employee must have at least ten (10) years of consecutive service under the classified or unclassified Civil Service at the time of separation. The empioyee must have accumulated a*n;n; of sixty (60) days of sick leave credits at the time of his/her sepazation from service. The employee must be 58 years of age or must be eligible for a non-reduced pension under the provisions of the Public Employees Retirement Association (PERA). For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particulaz pension plan. • The maximum amount of money that any employee may obtain through this severance pay plan is $6,500 to be calculated as set forth in Section 23.6 below. 26 ARTICLE 23 - SEVERANCE PAY (Continued) � � -� � Severance Pay Plan 3(All CCEA members) �3.5 For each eligible employee working in a title listed in ARTICLE 1.2 the EMPLOYER shall provide a severance pay pian as set forth in this section 23.5. In addition to the requirements listed in 23.2, an employee must meet the foilowing requirements: 23.5(1) The employee must be 58 yeazs of age or older or be eligible for pension under the provisions of the Public Employees Retirement Association (PERA). For City employees covered by a pension plan other than PERA, such employees must be eligible for a non-reduced pension under the provisions of that particulaz pension plan. 23.5(2) The employee must have an accumulated balance of at least eighty (80) days of sick leave credits at the time of his/her separation from service. 23.5(3) The employee must have at least twenty (20) years of service under Yhe ciassified or unclassified Civil Service at the time of sepazation, the last five of which must be consecutive. 23.5(4) The maximum amount of money that any employee may obtain through this severance pay plan is $10,000 to be calculated as set forth in Section 23.6 below. 23.6 If an employee requests severance pay and if the employee meets the eligibility requirements set forth � above, he/she wil] be granted severance pay in an amounY equal to one-half of the daily rate of pay for the position held by the empioyee on the date of separation for each day of accrued sick leave subject to a maximum of 200 accrued sick leave days. 23.7 For the purpose of this Article, for those employees hired by the City before February 27, 1998, employment in either the City or in the Independent School District No. 625 may be used in meeting the years of service requirements in Section 23.3, Section 23.4 or Section 23.5. Employees hired by the City, or transfening to the City, on or after February 27, 1998 may not use employment in the Independent School District No. 625 in meeting the yeazs of service requirements in Section 233, Section 23.4 or Section 23.5. 23.8 For the purpose of these severance pay plans, the death of an empioyee shall be considered as separation of employment and if the employee would have met all of the requirements set forth above, (at the time of his/her death), payment of the severance pay shall be made to the employee's spouse or estate. 23.9 Employees may qualify for either Severance Pay Plan 1(Section 233) or Severance Pay Plan 2(Section 23.4) or Severance Pay Plan 3(Section 23.5). An electian by an employee to draw severance pay under one Section shall constitute a baz to drawing severance pay under any other provision set forth in this agreement. � 27 ARTICLE 23 - SEVERANCE PAY(Continued) 23.10 Any employee hired prior to December 31, 1983 may, in any event, and upon meeting the qualificatio� of this Article or City Ordinance No. 11490, as amended by City Ozdinance No_ 16303, section 1, section 6, draw severance pay. However, an election by the employee to draw severance pay under either this ARTICLE or City Ordinance 11490, as amended by City Ordinance No. 16303, shall constitute a baz to receiving severance pay from the other. Any employee hired after December 3l, 1983 shall only be entitled to the benefits of this Article upon meeting the qualifications herein. 23.11 Severance Pay - Employees shall be eligible for severance pay in accordance with the Severance Pay Ordinance No. 16303. The amount of Severance Pay allowed shall be that amount permitted by State Statutes subject to the provisions that the maximum amount allowed shail be $4,000. ARTICLE 24 - NONDISCRIMINATION 24.1 The terms and conditions of this Agreement will be applied to employees equaily without regard to, or discrimination for or against, any individual because of race, color, creed, sex, age, disability, or because of inembership or non-membership in the Association. 24.2 Employees will perform their duties and responsibilities in a nondiscriminatory manner as such duties and responsibilifies involve other employees and the general public. 243 Employees covered by this contract will be covered by the City Policy regazding nondiscrimination an� sexual harassment, as well as applicable local, state and federal laws. 24.4 Any member of the bargaining unit may file a grievance or a discrimination complaint and there shall not be retaliation by the City of Saint Paul for such action. ARTICLE 25 - SICK LEAVE USAGE 25.1 Sick Leave - Sick Leave shall accumulate at the rate of .0576 of a working hour for each full hour on the J payroll, excluding overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to hislher supervisor no later than one-half hour past hislher regular scheduled starting time. The granting of sick leave shall be subject to the terms and provisions of Resolurion No. 3250, of the City of Saint Paul. 25.2 Any employee who has accumulated sick leave credits as provided above shall be granted leave with pay for such period of time as the Head of the Departrnent deems necessary, on account of sickness or injury of the employee; quarantine estab&shed by a pubtic heatth enforcement agency, and may be granted leave with pay for such time as is actually necessary for office visits to a doctor, dentist, optometrist, etc. 253 In the case of a serious illness or disability of an employee's child, pazent or household member, the he� of the department shall grant leave with pay in order for the employee to caze for or make arrangemen foz the caze of such sick or disabled gersons. Such paid ieave shall be drawn from the employee`s accumulated sick leave credits. Use of such sick leave shall be limited to 40 hours per incident. � ARTICLE 25 - SICK LEAVE USAGE (Continued) G �� 25.4 The Head of the Department or the Human Resources Director may require a physician's certificate or � additional certificates at any time during an employee's use of sick leave for the purposes stated above. All such certificates shall be forwarded by the appointing officer to the Human Resources Office. If an employee is absent because of the provisions of this Articie for three or fewer calendar days he/she shail submit to the head of the Department a certificate signed by the employee stating the nature of the child, pazent, or household member's sickness. If the sickness continues for more than three calendaz days, no further sick leave shall be granted unless or until a physician is consulted. The sick leave may be continued from and inciude the day of consultation, but oniy if a certificate signed by the physician certifying to the nature and period of the person's sickness is submitted and approved by the head of the departrnent and forwazded to the Human Resources Office. 25.5 No sick leave shall be granted for the above reasons unless the employee reports to his/her department head the necessity for the absence ttot tater than one-half hour after his/her regulazly scheduled rime to report for work, unless he/she can show to the satisfaction of the Department Head that the failure to report was excusable. 25.6 An employee shall be paid under the provisions of this paragraph only for the number of days or hours for which he/she would normally have been paid if he/she had not been on sick leave. ARTICLE 26 - TERMS OF AGREEMENT �6.1 Complete Agreement and Waiver of Bargaining - This Agreement shall represent the complete Agreement between the Association and the City of Saint Paul. The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited right and opporhznity to make requests and proposals with respect to any subject or matter not removed by law from the azea of collective bazgaining, and that the complete understandings and agreements arrived at by the parties after the exercise of that right and opportunity aze set forth in this Agreement. Therefore, the City and the Association, for the life of this Agreement, each voluntarily and mmqualifiedly waives the right, and each agrees that the other shall not be obligated to bazgain collectively with respect to any subject or matter refened to or covered in this Agreement. 26.2 Savings Clause - This Agreement is subject to the laws of the United States, the State of Minnesota, and the City of Saint Paul. In the event any provision of this Agreement shall hold to be contrary to law by a court of competent jurisdiction from whose fmal judgment or decree no appeal has been taken within the time provided, such provision shall be voided. All other provisions shall continue in full force and effect. C� 29 �i-�� ARTICLE 26 - TERMS OF AGREEMENT (Continued) �.3 Terms of AGREEMENT - This Agreement sha11 be in fixll force and effect from January 1, 2001 thru December 31, 2002 and shall be automatically renewed from year to year thereafter unless either party sha11 notify the other in writing by June 1, that it desires to modify or terminate this Agreement. In witness whereof, the parties have caused this Agreement to be executed this �day of June 2001. 26.4 This constitutes a tentative Agreement between the parties which will be recommended by the Duector of Labor Relations, but is subject to the approval of the Administration of the City, the City Council and is also subject to ratificarion by the City of Saint Paul Classified Confidential Employees Association. WITNESSES: CITY OF SAINT PAUL Jason Sclunidt Labor Relations Specialist �� Katherine L. Megany �� " Director of Labor Relations � CLASSIFIED CONFIDENTIAL EMPLOYEES ASSOCIATION John Brandtjen Association President � � \J APPENDIX A CLERICAL TITLES GRADE 07C 804C CLERICAL TRAINEE G t -C94� A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (S) (9) (10) 12/30/00 757.68 784.10 809.39 837.94 666.46 699.20 916.12 950.24 961.73 973.22 12/29/O1 780.41 807_62 833_67 863.08 892.45 926.18 943.60 976.75 990.58 10�2.42 GRADE OSC 12/30/00 774.59 802.06 825.3D 653.79 886.51 916.12 936.20 970.58 962.07 993.56 12/29/O1 797.83 826.14 850.06 879.40 913.11 943.60 964.29 999.70 1011.53 1023.37 GRADE 09C 111C CLERK I 12/30/00 789.35 815.75 845.34 8'I2.81 905.53 936.20 956.26 993.66 1005.17 1016.67 12/29/O1 813.03 840.22 870.70 898.99 932.70 964.29 964.95 1023.49 1035.33 1047.17 • GRADE lOC 100C SERVICE WORKER II 12/30/00 807.31 833.73 859.06 889.69 918.23 951.99 977.84 1016.87 1026.34 1039.84 12/29/O1 831.53 658.74 884.63 916.38 945.78 980.55 1007.18 1047.38 1059.19 1071.04 GRADE 11C 121C CLERK-TYPIST I 12/30/00 618.94 847.43 878.07 907.63 940.37 977.84 1001.63 1036.82 1050.31 1061.62 12/29/01 843.51 872.85 904.41 934.86 966.56 1007.18 1031.88 1069.98 1061.82 1093.67 GRADE 12C 12/30/00 837.94 866.46 899.20 930.89 964.14 1001.83 1023.48 1064.B6 1076.34 1087.83 12/29/O1 863.08 892.45 926.16 958.82 993.06 1031.88 1054.16 1096.81 1108.63 1120.46 GRADE 13C � 2/30/00 853.79 866.51 916.12 948.82 985.63 1028.02 1050.36 1097.35 1108.64 1120.34 /29/01 879.40 913.11 943.60 977.28 1015.40 1058.86 1061.87 1130.27 1142.11 1153.95 - Al - APPENDIX A - CLERICAL (CONTINUED) GRADE_14C � A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (6) (9) (10) 12/30/00 872.81 905.53 936.20 972.14 1007.47 1049.10 1079.93 1121.14 1132.64 1144.12 12/29/O1 698.99 932.70 964.29 1001.30 1037.69 1080.57 1112.33 1154.77 1166.62 1178.44 GRADE 16C 112C CLERR 22 12/30/00 909.77 943.56 978.98 1016.63 1060.24 1104.57 1132.BB 1182.40 1193.87 1205.36 12/29/O1 937.06 971.87 1008.35 1047.13 1092.05 1137.71 1166.67 1217.87 1229.69 1241.54 GRADE 18C 122C CLERK-TYPIST II 12/30/00 948.82 981.38 1028.02 1070.09 1114.41 1164.93 1194_50 1244.92 1256.42 1267.89 12/29/O1 977.28 1010.82 1058.86 1102.19 1147.84 1199.88 1230.34 1282.27 1294.11 1305.93 GRADE 19C � 1 u 12/30/00 972.14 1007.47 1049_10 1095.94 1144.01 1194.50 1226.52 1276.19 1287.66 1299.16 12/29/O1 1001.30 1037.69 1080.57 1128.82 1178.33 1230.34 1263.32 1314.48 1326.29 1338.13 GRADE 21C 12/30/00 1016.63 1060.24 1104.57 1152.61 1205.57 1257.32 1291.79 1346.21 1357.69 1369.20 12/29/O1 1047.13 1092.05 1137.71 1187.19 1241.74 1295.04 1330.54 1386.60 1398.42 1410.28 GRADE 22C 12/30/00 1040.58 1086.10 1134.19 1189.56 1241.30 1295.54 1331.26 1387.45 1398.94 1410.43 12/29/O1 1071.80 1116.68 1166.22 1225.25 1278.54 1334.41 1371.20 1429.07 1440.91 1452.74 GRADE 23C 113C CLERK I2I 12/30/00 1070.09 1114.41 1164.93 1215.42 1270.86 1323.85 1360.79 1416.19 1427.69 1439.21 12/29/O1 1102.19 1147.84 1199.88 1251.88 1308.99 1363.57 1401.61 1458.68 1470.52 1462.� - E�Z _ APPENDIX A - CLERICAL (CONTINUED) • GRADE 24C 123C CLERK-TYPIST III 6�-c� A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1096.40 1147.66 1195.68 1249.91 1307.83 1363.26 1401.43 1459.97 1471.46 1482.96 12/29/O1 1131.35 1182.09 1231.55 1267.41 1347.06 1404.16 1443.47 1503.77 1515.60 1527.45 GRADE 25C 12/30/00 1125.48 1173.53 1226.52 1279.47 1333.73 1392.81 1432.23 1492.50 1503.98 1515.48 12/29/O1 1159.24 1206.74 1263.32 1317.85 1373.74 1434.59 1475.20 1537.28 1549.10 1560.94 GRADE 26C 12/30/00 1156.32 1208.01 1261.01 1317.70 1376.79 1437.16 1475.35 1536.78 1550.26 1561.74 12/29/O1 1191.01 1244.25 1298.84 1357.23 1416.09 1480.27 1519.61 1584.94 1596.79 1608.59 GRADE 27C �/30/00 1156.32 1211.72 1265.96 1323.65 1386.65 1449.47 1491.32 1555.00 1566.49 1577.97 12/29/O1 1191.01 1248.07 1303.94 1363.57 1428.25 1492.95 1536.06 1601.65 1613.48 1625.31 GRADE 26C 12/30/00 1189.56 1241.30 1295.54 1357.07 1416.19 1481.50 1522.16 1592.50 1604.00 1615.49 12/29/O1 1225.25 1278.54 1334.41 1397.76 1456.68 1525.95 1567.85 1640.28 1652.12 1663.95 GRADE 29C 045C CLERK IV 12/30/00 1217.89 1277.01 1333.73 1397.75 1460.58 1529.53 1572.66 1638.77 1650.29 1661.79 12/29/O1 1254.43 1315.32 1373.74 1439.68 1504.40 1575.42 1619.84 1687.93 1699.60 1711.64 GRADE 30C 12/30/00 1253.63 1309.07 1368.14 1435.93 1501.24 1570.22 1613.32 1683.80 1695.28 1706.77 12/29/O1 1291.24 1346.34 1409.18 1479.01 1546.28 1617.33 1661.72 1734.31 1746.14 1757.97 . -A3- APPENDIX A - CLERICAL (CONTINUED) GRADE 31C . 297C HUM71N RESOURCES RECORDS CLERK 248C SECRETARY A B C D E F 10-yr_ 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1286.85 1343.55 1406.38 1470.46 1540.63 1612.11 1657.66 1726.34 1737.83 1749.33 12/29/O1 1325.46 1363.86 1448.57 1514.57 1586.85 1660.47 1707.39 1778.13 1769.96 1801.61 GRADE 32C 249C SECRETPI2Y (STENOGRAPHER) 12/30/00 1322.62 1385.39 1447.02 1514.78 1585.02 1658.90 1706.98 1781.32 1792.82 1804.30 12/29/O1 1362.30 1426.95 1490.43 1560.22 1632.57 1708.67 1758.19 1834.76 1846.60 1658.43 GRBDE 33C 402C BENEFITS SPECIALIST 12/30/00 1358.30 1423.61 1488.92 1556.66 1629.34 1706.98 1754.99 1830.07 1841.56 1853.06 12f29f01 1399.05 1§66_32 1533.59 1603.36 1678.22 1758.19 1807.64 1884.97 1896.81 1908.65 � GR.ADE 034 12/30/00 1397.75 1460.56 1529.53 1598.56 1673.67 1754.99 1803.03 1681.33 1892.87 1904.34 12/29/O1 1439.68 1504.40 1575.42 1646.52 1723.88 1607.64 1857.12 1937.77 1949.66 1961-47 GRADE 34C 506C CLERICAL SUPERVISOR 12/30/00 1397.75 1460.58 1529.53 1598.56 1673.67 1754.99 1803.03 188I.33 1892.87 1904.34 12/29/O1 1439.68 1504.40 1575.42 1646.52 1723.86 1807.64 1857.12 1937.77 1949.66 1961.47 GRFiDE 36C 12/30/00 1475.35 1545.59 1614.56 1692.16 1773.49 1854.60 1909.00 1992.62 2004.11 2015.64 12/29/O1 1519.61 1591.96 1663.00 1742.95 1826.69 1910.44 1966.27 2052.40 2064.23 2076-11 GRADE 37C 12/30/00 1515.67 1587.63 1658.35 1737.89 1821.26 1941.69 1983.26 2066.87 2076.34 2089.6� 12/29/Ol 1561.14 1635.26 1708.10 1790.03 1675.92 1999.94 2042.78 2126.88 2140.69 2152.55 -A4- ,i � � � APPENDIX A TEC�CAL TITLES � GRADE_26S A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (S) (6) (7) (8) (9) (10) 12/30/00 1155.17 1206.63 1253.53 1303.65 1358.74 1410.20 1446.61 1506.61 1522.54 1538.25 12/29/O1 1189.83 1242.83 1291.14 1342.97 1399.50 1452.51 1490.21 1552.01 1568.22 1584.40 GRADE 30S 201C EDP PROGRAM[�SER TRAINEE 12/30/00 1244.37 1296.99 1349.57 1409.05 1469.63 1533.66 1572.56 1639.11 1654.85 1670.57 12/29/O1 1281.70 1335.90 1390.06 1451.32 1513.72 1579.67 1619.74 1688.26 1704.50 1720.69 GRADE 32S 12/30/00 1306.10 1364.43 1422.80 1478.80 1545.08 1614.89 1652.63 1726.12 1741.87 1757.58 12/29/O1 1345.26 1405.36 1465.48 1523.16 1591.43 1663.34 1702.21 1777.90 1794.13 1810.31 • 12/30/00 12/29/Ol GRP.DE 34S 686C ACCOUNTING TECHNICIAN 22 1372.50 1434.23 1495.97 1561.15 1629.75 1700.62 1746.43 1817.84 1833.58 1849.29 1413.66 1477.26 1540.85 1607.98 1678.64 1751.64 1798.82 1872.38 1888.59 1904.77 GRADE 36S 567C EDP PROGRANA�R 12/30/00 1446.61 1509.66 1574.86 1643.48 1716.65 1794.43 1642.47 1920.03 1935.73 1951.45 12/29/O1 1490.21 1554.95 1622.11 1692.78 1768.15 1848.26 1897.74 1977.63 1993.60 2009.99 GRADE 38S 12/30/00 1524.56 1587.44 1659.49 1730.39 1809.31 1665.95 1940.77 2021.01 2036.71 2052.45 12/29/O1 1570.30 1635.06 1709.27 1782.30 1863.59 1942.53 1998.99 2081.64 2097.81 2114.02 • -AS- APPENDIX A - TECHNICAL (CONTINtTED) GR�1DE 40S • 921C HUMAN RESOURCES TECHNICIAN III A B C D E F 10-yr. 15-yr. 20-yr. 25-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) (10) 12/30/00 1607_65 1673.68 1749.34 1823.78 1909.16 2003.08 2044.68 2129.00 2144.74 2160.47 12/29/O1 1655.B8 1723.89 1601.82 1878.49 1966.46 2063.17 2106.02 2192.87 2209.08 2225.28 GRADE 42S 12/30/00 1690.38 1766.96 1644.76 1924.80 2010.56 2102.04 2160.37 2250.80 2266.54 2282.25 12/29/O1 1'I41.09 1819.97 1900.10 1982.54 2070.90 2165.10 2225.18 2318.32 2334.54 2350.72 APPENDIX A PROFESSIONAL TITLES GRP.DE 03R A B C D E F G 10-yr. 15-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) • 12/30/00 1162.84 1209.02 1256.40 1319_61 1384.03 1454.54 1526.26 1572.44 1616.19 12/29/O1 1200.05 1247.71 1296.60 1361.84 1428.32 1501.09 1575.10 1622.76 1673.75 GRADE OSR 12/30/00 1234.52 1283_17 1331.76 1401.01 1469.07 1542.03 1617.41 1666.OD 1713.39 12/29/O1 1274.02 1324.23 1374.40 1445.84 1516.08 1591.37 1669.17 1719.31 1774.41 630C BUUGET ASSISTANT 331C HUMFaN RESOIIRCES SPECIALIST I 392C RESEARCH ANALYST I 12/30/00 1306.21 1356.50 1414.44 1483.66 1559.06 1636.87 1717.05 1768.11 1819.14 12/29/O1 1348.01 1401.97 1459.70 1531.14 1608.95 1689.25 1772.00 1824.69 1883.92 GRADE OBR -- - 12/30/00 1346.35 1401_O1 1456.95 1526.68 1602.79 1684.25 1768.02 1821.59 1673.83 12/29/O1 1389.43 1445.84 1503.57 1577.60 1654.08 1738.15 1824.60 1679.68 1940.56 • -A6- APPENDIX A - PROFESSIONAL (CONTINUED) l J GRADE 11R 332C HUMAN RESOURCES SPECIALIST II p r-C.fl�dd A B C D E F G 10-yr. 15-yr. (1) (2) (3) (4) (5) (6) (7) (8) (9) 12/30/00 1470.33 1529.88 1590.64 1669.64 1752.29 1841.09 1930.97 1984.42 2047.69 12/29/O1 1517_38 1578.64 1641.54 1723.07 1808.36 1900.00 1992.76 2047.92 2120.62 GR�DE 13R 631C BUDGET ANALYST 12/30/DO 1560.26 1621.06 1666.66 1771.77 1856.62 1950.45 2050.09 2109.67 2169.17 12/29/O1 1610.19 1672.93 1740.63 1828.47 1916.24 2012.86 2115.69 2177.16 2246.42 GRADE 14R 333C HUMAN RESOURCES SPECIALIST III 309C TRNG AND ORG DEV SPEC 12/30/00 1606.46 1669.64 1736.50 1822.83 1915.19 2008.79 2109.67 2171.64 2236.06 12/29/O1 1657.89 1723.07 1792.07 1681.16 1976.48 2073.07 2177.18 2241.13 2315.69 �J GRADE O15 247C RISK ANALYST 12/30/00 1655.10 1721.91 1788.76 1876.30 1971.07 2068.34 2171.64 2236.52 2304.14 12/29/O1 1708.06 1777.01 1846.00 1936.34 2034.14 2134.53 2241.13 2310.15 2386.19 GRADE 16R 224C EMPLOYEE BENEFITS COORDINATOR 413C SELECTION & VALIDATION SPEC 12/30/00 1699.35 1767.44 1836.70 1929.08 2025.10 2125.98 2232.92 2298.57 2365.42 12/29/O1 1753.73 1824.00 1895.47 1990.81 2089.90 2194.01 2304.37 2372.12 2449.65 GRADE 19R 632C SENIOR BUDGET ANALYST 620A WORKERS COMPENSATION CLAIMS AD 12/30/00 1862.93 1935.83 2011.18 2112.09 2217.83 2328.42 2446.34 2515.60 2590.95 12/29/O1 1922.54 199'7.78 2075.54 2179.66 2288.80 2402.93 2524.62 2596.10 2683.22 � -A7- APPENDIX A - PROFESSIONAL (CONTINUED) GRADE 20R A B C D E F G 10-yr. 15-yr. (1) (2) (3) (4) (5) (6) (7) (S) (9) 12/30/00 1917.63 1994.18 2073.20 2176.53 2284.67 2398.69 2516.08 2592.19 2668.76 12/29/O1 1978.99 2057.99 2139.54 2246.18 2357.78 2475.65 2598.66 2675_14 2763.80 GRADE 26R 633C CAZEF BUDGET ANALYST 569A CLAIMS MZiNAGER 12/30/00 2288.35 2378.24 2475.45 2594.58 2727.15 2863.22 3005.41 3095.36 3184.11 12/29/O1 2361.58 2454.34 2554.66 2677.61 2814.42 2954.84 3101_58 3194.41 3297.50 � • � �