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265461 � - CITf CLERK ����� - P�NANCE GITY OF SAINT PATTL Council . - DEPARTMENT File NO. + -'K!A V O R <' . � rdin�nce Ordinance N 0. 'S��y Presented By Referred To Committee: Date Out of Committee By Date An Administrative Ordinance approving the terms and conditions of a 1975 Collective Bargaining Agreement be- tween the City of Saint Paul and the America.n Federation of State, County and Municigal Employees District Council 91, Local 8, representi.ng the clerical employees of the City of Saint Paul, WHEREAS, The Council, pursuant to the provisions of Section 12. 09 of the Saint Paul City Charter and the "Public Employees Labor Relations Act" recognizes District Council 91, Local 8, of the American Federati.on ' of State, County and Municipal Employee s as exclusive repre senta.tive s for those classes of positions within the City of Saint Paul certified by the Bureau of Mediati.on Services under Case No, 74-PR-61-A for the purpose of ineeting and negotiating the terms and conditions of employment for all personnel in the classes of positions as set forth in the agreement between the City and the exclusive representatives hereinabove referenced; and WHEREAS, The City through designated representatives and the exclu- sive representatives have met in good faith and have negotiated certai,n. non- economic terms and conditi.ons of employment for such pereto�nel, as are set forth in the Collective Bargaining Agreement between the City and exclusive representatives; now, therefore w THE COUNCIL OF THE CITY OF SAINT PAUL DOES ORDAIN: Section 1. That the Collective Bargaining Agreement dated as of the effective date of this Ordinance between the City of Saint Paul and Local 8, District Council No, 91, of the American Federation of State, County and Municipal Employees on file in the office of the City Clerk is hereby approved and the authorized administrative officials of the_ City are hereby authorized a.nd directed to execute said agreement on behalf of the City. _ 1 _ COUl�1CILMEN Requested by Department of: Yeas Nays Christensen Hozza In Favor Levine Rcedler A gainst BY Sylvester Tedesco President Hunt Form A p v by Cit At Adopted by Council: Date Certified Passed by Council Secretary BY By roved by Mayor: Date Approv by May oi t ou iI By � �� z CIT� CLERK � COl1SC11 �65461 � .�NARY - D�"P RTMENT GITY OF SAINT PAUL File NO. 9�UE -MAYOR � Ordin�nce Ordinance N0. I���"7 Presented By Referred To Committee: Date Out of Committee By Date Section 2. That all of the terms and conditions set forth in said Collective Bargaining Agreement shall take force and effect on the effective date of this ordinance. 5ection 3. That any other Ordinance, rule or regulation in force when said agreement takes effect, inconaistent with any provisions of the terms and conditions of said agreement, is hereby repealed, Section 4, That this Ordinance shall take effect and be in force thirty (30) days after its passage, approval and publication. App r ove d: � � hairman Civil Service Commissio COUI�ICILMEIV Requested by Department of: Yeas Nays Christensen �e-�4•�n� �_ In Favor Levine Roedler _�_ Against BY Sylvester Tedesco President H�exl+flOtsa. ,�N 3 �'� Form Approved by City Attorney Adopted by Council: Date Certifi assed Council Secretary BY Y Appro by Mayor: ate � ,�i Approved by Mayor for Submission to Council By BY sNEO JUN 1419 . ., .. i Or�• ho• 15 `� � . .�� . _.�_ _ . : ��5��� AGREEMENT BE2WEEN TSE CITY OF SAINT PAUI, AND . IACAL UNTI�N 8, DISTRICT COUIQCIL 91, � . . OF Tf� AI�RICAN FEDERATION OF STATE ., �. COUNTY AND MUflICIPAL EMPIAYEES, AFL-�IO � � • � � . ' � • � � ' ! y � �' ' J �� 265��1 ARTICLE TITLE PAGE PRF.ANIDLE 1 Recognition l 2 Check Off 3 3 Hours of Work 4 4 i�Tork Breaks 5 5 Holiaeys 6 6 Grievance Procedure 7 7 _ City Mileage 11 7 Mileege Independent School District Ao. 625 12 8 �acation . 13 9 Insurance -- l�+ 10 i�Torking Out of Classification 15 11' E�mployee Records 16 12 Bulletin Boards � . 17 13 � Wages � 18 l� Maintenance oY $tandards �. 19 15 I,eaves of Absence � � � � .� � � . 20 15 Jury Duty - Severance Pay �� . . 21 . 16 Military Leave of Absence � � � 22 17 Management Rights � . 23 • 18 Terms of Agreement � � ' 24 18 Signatures . � � 25 Appendix A - Al,A2,A3 . , � r , ' �� 255461 ARTICLE TITLE YAGE PREAI�ID??� 1 Recognition 1 2 Check Off 3 3 Hours of Work b 4 Work Breaks 5 5 Holidays 6 6 Grievance Proceaure 7 � 7 City Mileege 11 7 Mileage Independent School District No. 625 12 8 Yacation _ 13 - 9 Insurance -- 14 10 �Torking Qut of Classification 15 11� Employee Records 16 12 Bulletin Boards 17 13 Wages . 18 14 Maintenance of Standerds 19 15 I,eaves of Absence 20 15 Jury Duty - 3everance Pay 21 . : 16 Military Leave of Absence � 22 17 Management Rights � 23 , 18 Terms of Agreement � 2b 18 Signatures � : �� Appendix A � A],,A2,A3 , , � , ' . ' , � �65��1 � � PREAMBLE This Agreement er�tered into by the City of Saint Paul, hereinafter referred to as the �3nployer, and I,ocal Union 8, affiliated with Council 91 and the American Federation of State, County and Nlunicipal F�nployees, AP'I,-CIO, hereinafter referred to as the Union, has as its purpaze the promotion of harmonious relations between the E�nployer and�the Union,' the establisYiment of an equitable and peaceflzl proce.dure for the resolution . - of differences, and the establishment of rates oY pay, hoiu�s of wor.k, and other conditions of employment. . ' . � , � . : ` Page 1 _• , . ARTICLE 1 . , , RECOGIQITION Section 1.01. The bnployer recognizes the Union 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 July 12, 19'l3, in case No. 7�t-PR-61-A and as amended and as set forth in Section 1.02 below. Section 1.02. The bargaining unit covered by thi.s Agreement shall consist of the following: Al1 regular and probatianary office, clerical, and administrative personnel who are employed by the City of St. Paul or who have their ."terms and conditions of employment" established by the governing body of the City of St. Paul in the classifications of Aceounting Clerk I, Accouriting Clerk II, ' Accounting Machine Operator I, Accounting Machine Operator II; Assistant Manager . of Park Refectories, Assistant Market Director, Assistant Recor.der of Couneil _ Proceedings, Assistant Supervisor of Elections, Assistant Supervisor af Water � Billing, Auditing Clerk I, Auditing Cl�rk II, Bank Clerk,� Bond 8egistrar, Building Permi.t Clerk, Buyer I, Buyer I (Medical S�ipplies), Buyer II, Cashier--Civic Center, Cashier I--Water Department, Cashier II--Water Department, ChieP Meter Reader, , Clerical Trainee, Clerk I, Clerk II, Clerk II--Youth Services Bureau, Clerk III, Clerk IV, Clerk-Stenographer I, Clerk-Stenographer II, Clerk-3tenographer III, Clerk-Typist I, Clerk-Typist i--Youth Servi.ces Bureau, Clerk-Typist II, Clerk- Typist III, Clinic Aide, Community Service Officer, Computer Operator, Cost Clerk, - Data Processirig Aide, Dog Warden, Duplicatin� Equipment Operator I, Duplicating Equi.panent Operator II, Duplicating Equipment Operator III, Duplicating Equipment Operator (Health Bureau), �nergency Preparedness Supply Inspector, Fie1d Clerk I, Field C1erk II, Field Clerk III, Film Inspector I, Film Inspector II, Fire Service Aide, Head Clerk--Public Bulldings, Head Clerk-Water Department, Health Service Aide, Information Systems Specialist, Inventory Control Supervisor, 1 , P�e' 2 , Keypunch Operator, Keypunch Operator I, Keypunch Operator II, Keypunch Operator III, Laboratory Helper, Landfhll Caretaker, Library Clerk, License, Clerk, Lighting Complaint Clerk, 2larket Director, Meter Reader, Neighborhood Worker, Park Concession , Manager, Park Guide, Parking I,ot Attendant II, Paiking Meter Collector I, Parking Meter Collector II,.�Parking Meter �bnitor, Parking Ramp Attendant, Parking Ramp Manager, Parts Storekeeper, Pay.roll Audit Clerk, Payroll Supervisor I, Payroll : Supervisor II, Payroll Supervisor III, Payroll Supervisor (Schools), Personnel _ Clerk--Board of Educetion, Police Comnunications Clerk, Police Dispatcher, Police Records Clerk, Police Stenographer, Poundmaster, Procurement Clerk, Refectory Manager, Refectory Attendant, Registration Clerk, Secretary, Servi.ce Wor.ker, Statistical Clerk, Storehouse Helper, Storekeeper I, Storekeeper I--Police; Storekeeper II, Storekeeper(Food Service), Storekeeper (Voting Machines), � � � " Storekeeper--Water Department, Stores Clerk, Stores Clerk (School CaFeterias), Supervisor of Meter Reading, Supervisor of Water Billing, Tabulating �Machine Operator I, Tabulating Machine Operator II, Telephone Operator, Teletype Machine ' Operator, Transportation Assistant, Transportation Coordinator, Zoo Keeper I,. Zoo Keeper II. . Section 1.03. Any present or future employee who is not a Union member shall be required to contribute a fair share fee for services rendered by the Union, and upon notification by the Union, the employer shall check off said fee from the earnings of the employee and transmit the same to the Unian. In no instance shall the required contribution exceed a pro rata share of the specific expenses incurred for services rendered by the representative in relationship to negotiations and administration of grievance procedures, This provision shall remain operative only so long as specifically provided by Minnesota law, and as otherwise legal. � . Page 3 ��C� 2 - �65461 Cf�CK OFF Section 2.01. The Elnployer agrees to deduct the Union membership initiation fee assessments and once each month dues from the pay of thos� empioyees who individuslly request in writing that such deductions be made. The amaunts to • be deducted shall be certified to the E�nployer by a representative of the Union - and the aggregate deductions of all employees shall be remitted together with an itemized statement to the representative by the first of the succeeding manth after such deductions are made or as soon thereafter as .is possible. , Section 2.02. The Union agrees to indemnify and hold the gnployer harmless � against any and all claims, suits, orders or judgments brought :or issued against ' the City as a result of any action taken or not taken by the City under the � provisions of this Article. � - . . . � .. . , . . . � . � �. . � . ... . . . . ti - � . . . . . , . . - �j,.�• no • �583y , ,Page 4 . . ARTICLE 3 HOURS OF WORK Section 3.01. The regular hours oF work each day shaZl be consecutive except _ that they may be interrupted. by a lunch period not to exceed one hour. This provision shall not be operative under any of' the following c3rcumstances: A. When past practice is otherwise; B. Where the nature of the work requires a split shift; C. Where the F2nployer and employee mutually agree to a split stiift. Upon request of the Union the parties shall review any changes in existi,ng scheduling. � - ., . Section 3.02. Work Week. The work week shall consist of five 'co�nsecutive eight - � hour days, Mionday through Friday. This section shall not be operative urider . . ' any of the following circumstences: � � A. When past practice is otherwise; � . : B. Where the nature of the work requires a split shift; � ' C. Where the �nployer and employee mutually agree to a split shift. Upon request of the Union the parties shall review any changes in existing scheduling. Bection3.03. Work Schedule. Normal work schedules showing the employee's ahifts, work days and hours shall be posted on all department bulletin boards at all times. It is also understood that deviation from posted work schedules shall be permissible due to emergencies, acts of God, and overtime that may be required. � , � Page 5 . - . �65�61 � ���� � � Wo� B� �� � Section 4.01. Rest�Periods. All employees work schedules shall provide for a Pifteen (15) minute rest period during each one-half shift. The rest period shsll be scheduled b;T management at appraximately the middle of each one-half shift whenever this is feasible. . Section �+.02. If an employee is scheduled to work a full half shi�'t beyQnd his regular quitting time, he shall be entitled to the rest period �£hat occurs during said half shift. � � . , . � ti . � � �Page 6 ARTICLE 5 . ,_ HOLIDAYS > Section 5.01. Iiolidays recognized and observed. �The following days shall be recognized and observed� as paid hqlidays: ` New Years Day Columbus Day Presidents' Day Veterans' Day Meraorial Day 3'hanksg3ving Day . Independence Day Christmas Day Labor Day Two floating holidays, Eligible employees shall receive pay for each of the holidays� listed above, on which they perform no work. Whenever any of the ho3idays listed abave shall fall on Saturday, the � preceding Friday shall be observed as the haliday. Whenever any.of t'he holidays listed above shall fall on Sunday, +he succeeding Nlonday shall be observed as the holiday. � � . . Section 5.02. The floating ho2idays set forth in Section S..OI abov� may be taken at any time during the contract year, sub�ect to the approval of the Department Head of any emgloyee. Section 5.03. Eligibility Requirements. In order to be eli�ible for a holiday with pay, an employee's name must appear on the payroll on an,y six working days of the nine t�rorking days preceding the holiday; or an employee's name must appear on the payroll the last working day before the holiday and on three ather working days of the nine workin,g days preceding the holiday. In neither case shall the holiday be counted as a working day for the purposes of this section. It is further understood that neither temporary, e�ergency nor other employees not heretofore eligible shall receive t:oliday pay. ti � Page 7 �z�� � : �s5#61 GRZEV�rcE �xacEnuxE Section 6.01. This g�ievance procedure is established to resolve any specific dispute between the employee and the City concerning, and limited to, the interpretation or application of the provisions of this Agreement. Seetion 6.02. An employee presenting a grievance may elect to be represented by an appropriate Union representative. �At Step l or Steg 2 of the Grievance Procedure, the employee may choose to present his grievance without being r�preserted by a Union representative, pravided, however, that the Unior� representative shall be . notified of the adjustment or settlement of�-any Step 2 grievance and provided further that any adjustment or settlement shall not be iriconsistent with the terms of the Labor Agreement. ' . � . Section 6.03. It is recognized and accepted by the Union and the guployer that . the processing of grievances as hereinafter provided is limited by the job duties • and responsibilities of the Employees and shall therefore be accomplished during normal worr.in� hours when consistent with such Employee duties and responsibilities. The .a�grieved Employee and a Union Representative shall be allowed a reasonable amount of time without loss of pay when a grievance is investigated and presented to the bnployer during normal working hours provided that the F�nployee and the Union representative have notified end received the approval oF designated supervisor and provided that such absence is reasonable and would not be detrimental � to the work programs oP the Employer, It is understood that the Dnployer shall not use the above limitation to hamper the processing of grievances. � . , , Parge 8 ARTICLE 6 (Cont.) ������ Section 6.01+. A grievanee shall be resolved in the following manner: (Step 1). Any employee claiming a specific dissgreement concerning the inter- pretation or application of the provisions of this Agreement, shall, within twenty (20) calendar days of its first occurrence or within ten (10) calendar days of the time the employee reasonably should hsve lsnowledge of the occurrence, whiehever.is later, discuss the camplaint orally with the employee`s immediate supervisor as designated by the City. The supervisor shall atte�pt to adjust the complaint at that time. . . (Step 2). A grievance not resolved in 3tep� 1 and appealed to Step 2 shall be • placed in writi.ng settin� forth the nature of the grievance, the facts an which ., . it is based, the provision or provisions of the Agreement a].legedly violated, the remedy requested, and shall. be appealed to Step 2 by the Union within fifteen . (15) calendar days after the E�nployer-designated representative's final answer in Step 1. Any grievance not appealed in writing to Step 2. by the Union within fifteen (15) calendar days shall be considered waived. If appealed, the written grievance shall be presented by the Union and discussed �ith the F�nployer-designated Step 2 representative. The Dnployer-designated repre- sentative shall give the Union the E�nployer's Step 2 answer in writing within ten (lp� calendar days following the Etinployer-designated representative's final Step 2 answer. . Any grievance �not appealed in writing to Step 3 by the Union within ten (10) calendar -days shall be considered waived. � : . �_� _'. ,1 � - • ' '� -�..._ ..;: �e {. :�.�,�,-.:�,� � �6e 9 � - AATICLE 6 (Cont.) . S�ep 3). IF appealed, the written grievance shall be presented by the Union and discussed with the Dnployer-designated Step 3 representative. The �3trployer- designated representative shall give the Union the bnployer's answer in writing within ten (10) calendar days after receipt of such Step 3 grievance. A grievance not resolved in Step 3 may be appealed to Step �+ within ten (10) calendar days following the Employer-designated representative's final answer in Step 3. Any grievance not appealed in writing to Step � by the Union within ten (10) calendar days shall be considered waived. (Step k). A grievance unresolved in Step 3 and appeal�d to� Step �+.by the Union shall be submitted to arbitration subject to the provisions of the Putilic bnployment Labor � �Relations Act of 1971 as aaiended. IP a mutually acceptable .arbitrator cannot be a�reed upon, the selection of an arbitrator shall be mac3e in accordance with the procedures of the Minnesota Bureau of Mediation Services. - � Section 6.05. The arbitrator shall have na right to amend,. modify, nullify, ignore the terms and conditions of this Agreement. The arbitrator shall consider and decide only the specific issue(s) submitted in writing by the Etinployer and the . Union, and shall have no authority to make decision on any other issue not so submitted. The arbitrator shall be without power to make decisions contxary to, or , inconsistent with, or modifying or varying in any way the application of laws, � �rules, or regulations having the force and effect of law. The arbitrator's decision shall be submitted in writing, copies to both parties and the Bureau of Mediation Services within thirty (30) �ays following close of the heering or the submission of briefs by the parties, whichever be later, unless the parties agree to an extension. The decision shall be binding on both the IInployer and � the Union and shall be based solely on the arbitrator's interpretation or application � . � C�r�. ho. I 583L1 - P�ge lo � �65�61 ARTICLE 6 (Cont.) of the express terms of this Agreement and to the facts of the grievance presented. The fees and expenses for the arbitrator's services and proceedings shall be borne equally by the �mployer and the Union provided that each party shall be responsible for compensating its own representatives and witnesses. IP either party desires a verbatim record af the proceedings, it may cause such a record to be made, providing it pays for the record. If both parties desire a verbatim- : record of the praceedings the cost shall be shared equally. If a grievance is not presented within the time lirnits set forth above, it shall be considered "waived". If a grievance is not appealed to the next step _ within the specified time limit or any agreed extension thereof,it shall be considered settled on the basis of the F�nployer's last answer. _ If the Employer does not answer a grievance or an appeal thereof within the specified time limits, , the Union may elect to treat the grievance to the next step. The time limit in each step may be extended by mutual written agreement of the bnployer. and the � Un�on in each step. Section 6.06. It is understood by the Union and the Employer that,iP an issue is determined by this grievance that issue shall not again be submitted for arbitration under the provision of the Rules and Regulations oP Civil Service. It is f�rther understood that if an issue is submitted and determined by the grievance procedure under the Civil Service Rules and Regulations, it shall not again bE submitted for arbitration under the procedures set forth in this Article. � , �Page 1.1 . ARTICLE 7 - I�III�AGE Section 1. Automobile Reimbursement Authorized: Pursuent to Chapter 92A of �_ the St. paul I,egislative Code, es amended, pertaining to reimbursement of City , officers and employees for the use of th�ir o�m automobiles in the performance oP their duties, the. following provisions are adopted. � Section 2. Method of Computation: To be eligible for such reimbursement, _- ell officers and employees must receive aritten authorizstion fr� the Mayor. 8eimbursement shall be made in accordance with one oP the following plans: Type l. Fvr those officers and employees who are xequired to use their own automobiles occesionally for officisT, GYty business, reimbursement at the rste of 13 cents for each mile driven. :. T e 2. For those oPPicers and employees who sre required to use their own automobiles on a regular basis crn City business, reimbursement at the rate of $2.50 for each day of work, and in addition thereto at the rate of-6.5 cents for each mile driven. Section 3. Rules end Re�ulations: The Mayor shall adopt rules and reguletions governing the procedures for automobile reimbursement_, which . regulations and rules shall contain the requirement that recipients sh�ll file daily reports indicating place or origin and destination and appliceble mileage ratings thereat and indiceting total miles driven, and sha11 file monthly ' affidavits stating the awnber of deys xorked and the number of miles driven, and flarther required that they maintein automobile liability insurance in emounts not less than $100,000/300,000 Por personal in;jury, and $50,000 for property damage. These rules end regulations, together with any amendments thereto, shall be maintained on file with the City Clerk. � Section 4. The provisions of this Article shall not apply to employees of Independent School District No. 625. � .- r Pe�e 12 _ _ _ ARTICI.E 7 - MII�AGE - Il'�EPEI�ENT SCHOOL DISTRICT 1'Po. 625 '4c��C1 l! V1 �nployees of the Schaol District u.nder policy edopted by the Board of Education may be reimbursed for the use of their eutomobiles for school business. To be eligible for such reimburse�nt, employees must receive suthorization ' Prom the DistMct Mileage Co�ittee utilizing one af the following plans: PLAN "A" is reimbursed at the rate of 15¢ per mile. In addition, a maximum amount which can be paid per month is established by an estimate fl,irnished by the emp2oyee and the employee's supervisor. Another consideration For establishing the maximum amount , can be the experience of another employee working in the same or similar position. . Under this plan, it is necessery for the employee to keep ' a record of each trip made. . - � - . PIAN nC" provi.des �or reimbursement based on a per�month • 1� ump sum" amount. This amount is determined by the _ employee's driving experience under plan "A" for a period _ � of 3 to 6 months. Those employees receiving an auto a].l.oWance under this plan must report monthly the number , of days the car was available during the month. A . dudection must be mede from the lump sum amount for each day the employee is on vacation. A deduction need not be made for an occasional day of illness or for holidays. � Yage 13 - ARTICLE 8 � VAC,�ITION Section 8.01. In each calender year, each flil.l-time employee shall be granted vacation according to the following schedule: Years of Service Vacation Granted 0 - 5 Years 10 days 6 years thru 15 years 15 days 16 years thru 25 years 21 days 25 years or more 22 �days � F�nployees who work less than f1x7.1-time shal�. be granted vacati:on on a pro rata basis. . $ection 8.02. The head of the Department may pex^.nit an employee. to carry over into , the following year up to ten days' vacation. � .� . Section 8.03. The sbove provisions of vacation shall be sub3ect to Ordinance No. 64�+6, . Section I, Sub. F. . � , Page� 14 O� • ��• ��3� � �s�4s1 a�rzc� 9 ixsvxa�tcE � Section 9.01. The Ed�IAYER will continue Por the period of this AGREEI�NT to provide for EMPLOYEES such health and 3ife insurance benefits as are provided by :�LOYER at the time of execution of this AGREII�NT. Section 9.02. The EMPLOYER will for the period oP this AGREE�NT provide for _ EI�IAYEES who retire after the time of execution of this AGREII�� and until such El�'IAYEES reach sixty-five (65) years of age such health insurance t►enefits and life insurance benefits as are provided by the ENlPLOYER Por such ENff'LOYEES. ` � , : � � , Page 15 ARTICLE 10 WORKING OUT OF CIASSIFICATION Section 10.01. Worl�ing out of Classificetion. baployer sheli avoid, xhenever possible, working an employee on an out-of-class essigAment for a prolonged period � oP time. Any employee working en out-of-class assignment for a period in excess of fifteen (15) �rking days during any fiscal year of employer, shall receive the rate of pay for the out-of-cless assigr�ment in a higher classification not later than the sixteenth day of such assigriment. For purposes flf this t►rticle, an out-of-class assignment is de€ined as the flil.l-time performance af all of the significant dut3.es and responsibilities of a clessification by. an individual in another classification. For the purpose of this article, the i�ate of pay for an out-oP-class assignment shall be the same rate the employee would receive if _ ` he Was promoted to the higher clsssification. . . • . - � � . Page 16 . ' . �z� �� ��65�61 � F.I�LOYF.E RECORDS - Section 11.1. Any written reprimand made concerning any member of this Bargaining Unit which 3s filed with the Personnel 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 Prom the employee an acknowledgment, in writing, that the reprimand has been reviewed by said employee. � Any member af the bargaining unit may, during usual working hours, �rith the approval oP the supervisor, review any material placed in the employee's .pexsonne'1 file, after first giving proper notice to the supervisor in custody o.f.such. fi.le. � � �. - Any member oP the bargaining unit may file a grievance or a discriminati,on complaint and there shall be no retaliation by the City of St. Paul. Por such action. � . � Page �7 ARTICI,E 12 � BULI,ETIN BOARDS Section 12.01. The employer shall provide reasonable bulletin space for use by the Union in posting notices of Union business and activities, said bul.letin board space shall not be used by the Union for political purposes other than union elections. ., . � Page 18 �tTic� i3 : WAGES . Section 13.01. The wage schedule, for purposes of this contr8ct, sha11 be Appendix A, attached hereto. _ � � . , . . , ti '.Page 19 QI'L'1�. �p . l��34 ARTICT,E 14 �CL���61 _ MAINTENANCE OF STANDA.RDS Section 14.01. The CITY agrees that all conditions of employment relating to wages, . hours of work, overtime differentials, vacations and general working conditions shall be maintained at not less than the highest minimum standard set forth in the Civil Service Rules of the City of Saint Paul (Ordinance No. 3250) and the Salary Ordinance_ of the City of Sai.nt Paul (Ordinance No. 6�+�+6) at the time of the signing of this Agreement, and the conditions of. employment shall be improved wherever specific provisions for improvement are made elsewhere in this Agreement. ` . - ' . , � , Page 20 ARTICLE 15 LEAVES OF ABSENCE Section 15.01. Leave of Absence. After three month's employment, an employee ' may make application for a leave of absence not to exceed one year. A leave of absence shall be granted on the basis established in the Civi1 Service Rules. Section 15.02. Sick I,eave. Sick leave shall accwnulate at the rate of .0576 of a working houx for each full hour on the payroll, excludin� overtime. Sick leave accumulation is unlimited. To be eligible for sick leave the employee must report to his supervisor no later than one-half hour past his regular- scheduled starting time. The granting of sick leave sh�ll be subject to ths terms and provisions of Ordinance No. 3250 of the City of Saint Paul. ' . � Section 15.03. Any empioyee who has accumulated sick leave cxedits as provi.ded above shall be granted leave with pay, for such period of time as �the head of the . department. deems necessary, on account of sickness or injury of the employee, � quarantine established and declared by the Bureau of Health, death of the employee's mother, father, -spouse, child, brother, sister, mother-in-law, father-in-law, or other person who is a member oP the household; and may be granted leave with pay . for such time as is actually necessary for office visits ta a doctor, dentist, ---- optometrist, etc., or in the case of sudden sickness or disability of a member of his �household, making arrangements .for the care of such sick or disabled persons up to a maximum of four hours sick leave. Section 15.04. Leave Without Pay. Any E�mployee who engages in active serti-ice in time of war or other emergency declared by proper authority of any of the military or naval forces of the state or of the United States for which leave is not otherwise allowed by law shall be entitled to leave of absence from employYCent without pay during such service with right of reinstatement and subject to such conditions as are imposed by law. � � • 'Page 21 Such leaves of absence as are granted under Ar�icle 13 shall conform to Min��`ea�"y Statutes, Section 192, as amended from time to time and shall confer no additional benefits o�hex than those granted by said statute. Section 15.05. Jury Duty. Any Etnployee who is required to appear in court as a �uror or witness shall be paid his regular pay while he 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 Director oF Finance _ and Management Services. Any F�npZoyee who is scheduled to work a shift, other than the normal daytime shift, shall be rescheduled to work the normal d�ytime shift during such time as he is required to appear in court as a juror or witness. Section 15.06. Severance Pay. Employees s�all be eligible for �severance pay in accordance with the Severance Pay Ordinance No. 11�+90. The�. amount of Severance Pay allowed shall be that amount permitted by State Statutes sub3ect to the provisions . � that the maximum amount allowed shall be $4,000. � -.. , � , . '.Page 22 : . aKric� 16 � � �65�61 MILITARY I,EAVE OF ABS�NCE Section 16.01. Pay Allowance. Any employee who shall be a member of the National Guard, the Naval Militia or any other component of the militia of the state, now or hereafter orfianized 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 status, efficiency rating, vacation, sick Teave or. ozher benefits for all the time when such F�nployee is engaged with such organization or component in training or active service ordered or authorized b,y proper authority pursuant to law, • whether for state or federa). purposes, provided that such leave shall not exceed _ a total of fifteen (15� days in any calendar year and, further provided that such , leave shall be allowed only in case the required military or navaT service is satisfactorily performed, which shall be preswned unless the con�rary is �stablished. 5uch leave shall not be allowed unless the Employee (1} returns to his , position iracnediately upon being relieved from such military or naval service and not later than the expiration of time �erein limited for such leave, or (2) is prevented From so returning by physical or mental disability or other cause not due to such �nployee'_ own fault, or (3� is required by proper authority to con�inue in such military or - - naval service beyond the time herein limited for such leave. � i � Page 23 ARTICLE 17 MANAGEME�+T RIGHTS � Section 17.01. The Union recognizes the right of the City to operate and manage its affairs in all respects in accordance with applicable laws and regulations of appropriate authorities. A].l rights and suthority which• the City has not officially abridged, delegated or modified by this Agreement are retained by the City. � � _ , � . � � ` , ; Page 24 . ARTICLE 18 TERMS OF AG�I9T ������ Section 18.01. C�nplete Agreement and Waiver of Bargaining: This Agreement shell represent the complete A,greement betxeen the Union and the City of Saint paul. The . parties acknoailedge that during the negotiations whi.ch resulted in this Agreement, each hed the unlimited right and opportunity to make reques�s end propasals �rith respect to eny sub�ect or matter not removed by la� frctm the area of collective bargaining, and thet the complete understsndings and agreements arrived at by the parties after the exercise of thet right and opportunity are set forth in this Agreement. Therefore, the City and the Union, far the life of this Agreement, each vo2untari.ly and unqualifiedly waives the right, and each agrees that the other shall aot be obligeted to bargaia collectively jrith respect to�eEny sub�ect or mstter reYerred to or cov�ered in this Agreement. � . � 3ection 18.02. 3avings Clause. T'hi.s Agreement is sub�ect to. the laws oP the � United 3tates, the 3tate of Mi.nnesota, and the City oP St. Paul. Ia the event any � - provisian of this Agreement shall hold �to be coatrary to law by a court of competent �urisdication from whose final �udgment or decree no appeal has been taken within the time provided, such provision shall be voided. Al1 other provisions shall continue ' in full force and efPect. Section 18.03. Term of Agreement.� This Agreement shall be in f'cill force and ePPect from January �+, 197�j to January 2, 1976, and shall be autc�maticelly rene�red from year to year thereafter unless either party shall notif�r the other in rrriting by June l, that it desires to madif�t or terminate this Agreement. In witness whereof, the parties ha�ve caused this Agreement to be executed this day oP April 2�, 1975. Section 18.04, This constitutes e tentative egreement between the perties �hich will be recommended by the City Negotiator, but is sub3ect to the approval of the Administration of the City of the City Council, and is also sub�ect to ratification by the Association. . -, ^Pa�e 25 ARTICLE 1� - (continued) , WITNESSES: CITY OF SAIPIT PAUL: . City Nego fator �� - Civil Service Commission ?�QCAL UNION 8, DISTRICT COUNGIL 91 . 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MEMORANDUM OF AGREEMENT - This is a Memorandum of Agreement by and between the City of Saint Paul, hereinafter referred to as Employer, and Loca1 8 of Council 91, AFSCME, hereinafter referred to as Unit. The parties to this Agreement hereby agree as follows: 1. For the calendar year 1975, beginning as. soon as possible, the Civil Service Commissio.n will announce promotional examinations for Clerk TI, Clerk-Typist II, and C1erk-Steno- grapher TI. These announcements will be made approximately six months apart. These promotional examinations will eorisist solely of ratings, of training and experience. � � 2. The Personnel Office will request all depar.tments to post notices of all job yacancies in their ,department at least five days before natice of examinations are posted by the Personnel Off ice, 3. The Ci.tX agrees to amend Ordinance 3250, Section 23d, to indicate that if an eli.gible on a promational list is certified ta a position in the Department in which he is employed, this eligible may refuse such certificatian and such refusal shall not affect his standing on the eligible list. However, it is � specif ically understood by both parties that this refusal or waiver shall be allowed only once to each eligible person for each specific promotion list. 4. The City o� Saint Paul is currently involved in a project � ,, w�' . • , � � ���6�- to develop an employee evaluation program to replace the pr�!s'� service rating. When this project is completed and a proposal- has been established, this proposal will be submitted to the Union for their review prior to implementation. 5. Tt is understood by the parties that transfers from twelve month clerical positions to a ten month clerical position would be allowed if the following situations exists � �. ) If no eligible list exists for the .class of C1erk-Typist I {ten-months) . . B. ) If the employee requesting such transf.er is, eligible for "promotional rights" . � . 6. It is understood by both parties that both� the City of Saint Paul and the Unit shall establish and continue to maintain dignified and profess�nal relationships at all times. � Signed this-Q�—�y of . � � ,1975. . , , `,�-��.�-c-� �'.�-�.�r � � Martin Compani T omas Kelley Lawrence D. 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