266520 WHITE — CITV CLERK
PINK — FINANCE COl111C11 CC
CANARY — DEPARTMENT�� G I TY OF SA I NT PAU L r'r'
BLUE — MAVORs File NO. �"v
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� a � rdin�nce Ordinance N 0. 15�i3q
Presented By
Referred To Committee: Date
Out of Committee By Date
An Administrative Ordinance approving the terms
and conditions of a 1975 Labor Agreement between the City
of Saint Paul� Independent School District No. 625, and
District Lodge No. 77 of the International Association
of Machinists and Aerospace Workers� AFL-CIO.
WI�REAS, The Council, pursuant to the pravisions of Section 12.09
of the Saint Paul City Gharter and the Public F�nployees Labor Relatione
Act of 1971� as amended� recognizes District Lodge No. 77 of the
International Association of Machinists and Aerospace Workers, AFL-CIO�
as exclusive representative for those classes of positions w:ithin the
City of S�.int Paul certified by the Bureau of Mediation Services under
Case No. 74 PR-77 A for the purpose of ineeting and negotiating the terms
and conditiens of employment for all full-time personnel in the classes
of positions as �et forth in the Agreement between the City and the
exclusive repreaentatives hereinabove referenced; and
W�EAS, The City through desi.�nated representatives and the exclus-
ive representatives have met in good faith and have ne�otiated the economic
terms and conditions of emplc>yment for the calendar year of 19'75 for such
personnel, as are set forth in the La,bor Agre�ent between the City and
exclusive representatives; na�r,,therefore
THE COUNCIL OF THE CITY OF SAIl�]T PAUL DOES ORDAIN:
Section l. That the Labor Algre�aent dated as of the effective date
of this Ordinanee, between the City of Saint Paul and District I,odge No.
77 of the International Association of Machinists and Aerospace Workers,
AFL-CIO, on file in the office of the City Clerk, is hereby approved and
authorized administrative officials of the City are hereby authorized and
clirected to execute said Agreement on beh�lf of the City.
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COUNCILMEN
Yeas Nays Requested by Department of:
� Christensen
Hozza In Favor
- Levine
- -� Rcedler Against BY
Sylvester
Tedesco
President Hunt
Form Approv d by ty ttorney
Adopted by Council: Date
Certified Passed by Council Secretary BY `
By
Approved by Mayor: Date Approved b bmi ion ncil
By BY
WHIYE - CITV CI.ERK ��(1C•r0
PINK - FINANCE 1 h �/
CANARV - DEPARTMENT� GITY OF SAINT PALTL CO11fIC11 V�)fy
BLUE - MAVOFY File NO•
i •
� � Ordin�nce Ordinance NO.15q3g
� �
Presented By
Referred To Committee: Date
Out of Committee By Date
Section 2. That all of the terms and conditions set forth in said
Labor Agreement shall ta.ke force and effect retroa.ctively to May 11, 1975,
except as otherwise provided in said Agreement, and except for the mileage
allawance provision contained in this Ordinance, in accorf�ance with the
expressed intent and a.greement of the Council contai.ned in Council File No.
26�+748.
Section 3. That ar�y other Ordinance� rule or regulation in force when
said agreement takes effect� inconsistent with any provision of the terms and
conditions of said agreement' is hereby repealed.
Section �+. That this Ordinance shall take effect and be i.n force
thirty (30) days after its passage, approval and publica.tion.
1�pproved;
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Cha' n ,�
Civil Service Commission `
COUNCILMEIV Requested by Department of:
Yeas Nays
Christensen �
� Hunt In Favor
Levine
Roedler _�_ Against BY
Sylvester
�o
President � ozzs f�� � 3 �97s PP Y Y Y
Form A roved b Cit Attorne
Adopted by Co . Date
Certifi assed b ncil cretary � BY
By
Approved by r: 76 Approved by Mayor for Submission to Council
By By
pY81.tsMED ,MN 14 197��`'.
�i't�• hO • I5�3c1
Do not detach this memorandum from the
� � ordinance so that this information will be
2ss�zo
: � ' REPORT �a�e I�N�A�L� �`�NCE D� COHEN, MaYOR
FROM: Thomas J. Kelley, City Admix�iatrato .
DAT E: December 4, 1975
REGARDING: This Ordinance approves the 1975 Labor Agreement between the
City of St. Paul, Independent School District No. 625 and the
Machinist Lodge No. 77. This is a two yeax agreement from
May, 1975 through April, 1977. This settl.ement calls for 1975
hour],y rate increases from .�+5 to .62. The second yeax wa�e act�just-
ment will be based on the Union's settlement with the private
sector.
SOURCE: Personnel Office -�l
o���
ACTION REQUESTED: I recammend your approval and submission of this
Ordinance to the City Council
ATTACHMENTS: Ordinanee and copy for City Clerk and Labor Agreement.
': �nC�1. no . 15�3q
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LABOR AGREEMENT
BEZWEEN
CITY OF SAINT PAUI,,
I14DEPF.NDENT SCHOOL DISTRICT N0. 625
AND
DISTRICT LODGE N0. 77
INTERNATIONAL ASSOCIATION OF MACIiII�tISTS
AND AEROSPACE WORKERS AFL-CIO
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wRTICLE TITLE PAGE
I Recogr�ition 1
II Definitions 2
III Maintenance of Standards 3
IV Check Off 4
V Union Rights 5
VI Management Rights (
VII Discipline 7
VIII Hours, Overtime $
IX Work Coveralls 9
X Jury Duty 10
XI Mileage-Independent School District No. 625 11
XII Mileage - City 12
XIII Insurance 13
XIV Holidays 14
XV Vacations 15
XVI Grievance Procedures 16
XVII Savings Clause 19 �
XVIII Severence Pay 20
XIX Residence 21
XX Wage Schedule 22
XXI Duration and Effective Date 23
Appendix A pl
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THIS AGREEMEIIT BEZWEEN Tf� CITY OF 3AII1T PAUL AND THE II�DEPEftDL�AT SCHOOL
DI3TRICT 1�0. 625 AND DISTRICT IADGE #7'T, I��TIONAI� ASSOCIATION OF MACHIIQIST3
AND AER06PACE WORI4�RS AFL-CIO.
This agreement has been entered into between the City oP Saint Paul and
the Independent School District No. 625, bereefter referred to as the E�ployer,
and District Lodge �{77, Internntionel Association of Machinists and Aerospece
Workers AFIrCIO, hereafter referred to as the IInion. This agreement has as its
pruposes, the promotion of hermonious relations betrreen the F�aployer and the
Union, the esteblishment of an equitable and peacefl�i]. procedure for the
resolution of differences and the establishment of rates of pay, benefits,
hours of work, end other conditions of employment. Tkie perties hereto pledge
that they shall pursue the above ob�ectives in f1x1.1 complisnce with the
requirements of the Public Employment Lnbor Relations Act of the State of
Minnesota of 1971, as amended.
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� . ' ARTICLE I - RECOGI�ITION
The bnployer recognizes the Union as the sole and exclusive bargeining
agent for the purposes of establishing wages, benefits, hours and other
conditions of employment for all of its employees es outlined in the
certificstion by the State of Minnesota, Bureau of Mediation Services,
dated August 15, 1973, in case No. 74-PR-77-A, and as set forth below:
All regular, probationary, and provisional vehicle and
equipment maintenance 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 cla�ssifications of Audio-Visuel
Equipment Repairman, Auto Body Repsirman, Auto Body
Repairman Helper, Auto Mechanic, Auto Mechanic I,eadman,
Auto Washer, Car and Truck Serviceman, Equipment Repair-
man, Fire Equipment Serviceman, Fireman-Mechanic, Heavy
Equipment Servicemsn, Machinist, Mechanic-Welder, Perking
Meter Repairman, Ti.re Repairman, Traffic Signman, Utility-
man, Utilityman I and Welder-Blacksmith, excluding
supervis�ry, confidentiel, teaiporary, emergency, and
employees exclusively represented by other labor or
employee organizations.
The parties agree that any new classifications which are an expansion of
the ebove bargaining unit or which derive from the classifications set forth
in this agreement shall be recognized as a psrt of this bargaining unit, and
the parties shall take all steps required under the Public bnployment
Relations Act to accomplish said objective.
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ARTICLE II - DEFIrTITIONS
Section 1. Collective Bargaining. The City will bargain collectively
with the Union with respect to retes of pay, hours and conditions pertaining
to employment for all of the employees in the unit hereinbefore set forth.
Discrimination. The City will not interfere with, restrain or coerce
the employees covered by this Agreement because of inembership in or activity
on behalf of the Union, The City will not discriminate in respect to hire,
tenure of employment or any term or condition of employment a�ainst any
employee covered by this Agreement beceuse of inembership in or ectivity on
behalP of the Union, nor will it discourage or attempt to discourage member-
ship in the Union, or attempt to encourage membership in another Union.
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ARTICLE III - MAINTENANCE OF STANDARDS
The parties agree that all conditions of employment relating to wages,
hours of work, overtime differentials, vacations, and all other general
working conditions shall be maintained at not less than the highest minimum
standard as set forth in the Personnel Rules of the City of St. Paul,
(Ordinance No. 3250) and Ordinance No. 6446 at the time of the signin� of this
Agreement, and the conditions of employment shall be improved wherever specific
provisions for improvement are mede elsewhere in this Agreement.
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Section 1. Dues. The gnployer agrees to deduct the Union membership
dues once each month from the pay of those employees who individuelly request
in writing that such deductions be made. The amounts to be deducted `shall be
certified to the F�nployer by a representetive of the Union and the aggre�ate
deductions of all employees shall be remitted together with an itemized
statement to the representative by the first of the succeeding month after
such deductions ere mede or as soon thereafter as is possible.
Section 2. Fairshare. Any present or f�irture employee who is not a
Union member shall be required to contribute a fair share fee for services
rendered by the Union. Upon notification by the Union, the employer shall
check off said fee from the earnings of the employee and transmit the same to
the Union. In no instrance shall the required contribution exceed a pro rate
share of the specific expenses incurred for services rendered by the representative
in relationship to negotiations and administration of grievence procedures. This
provision shall remain operative only so long as specifically provided by
Minnesote law and as otherWise legal.
Section 3. The Union will indemnif�r, defend and hold the City harmless
against any claims and all suits, order or judgments brought or issued against
the City, its officers or employees, as a result of any action taken or not
taken by the City under the provisions of this section.
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ARTICLE V - UIJION RIGHTS
Section 1. The Union may designate employees within the bargeining unit
to serve as Union Stewards,
Section 2. The Union shall furnish the City and appropriate Department
Heads with a list of Stewards and alternates, and shall, as soon as possible,
notify said appropriate City officials in writing of any changes thereto.
Only those who are Officers and Stewards shall be recognized by the City for
the purpose of ineetings.
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ARTICLE VI - MAIQAGEI�NT RIGHTS
The Union recognizes the right of the Employer to operete and manage
its affairs in all respects in accordance with eppliceble 1a�s and regulations
of appropriete suthorities. The rights end euthority which the baployer has
not officially abridged, delegated, or modified by this agreement are retained
by the F�ployer.
A public employer is not required to meet and negotiete on matters of
inherent manageriel policy, which include, but are not limited to, such areas
of discretion or policy as the functions and programs of the employer, its
overell budget, utilization of technology, and orgenizationel structure and
selection and direction end number of personnel.
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. • ARTSCIE VII - DISCIPLINE
Section l. The Employer will discipline employees for �ust cause only.
Discipline will be in the form of:
a) Oral repri.mand;
b) Written reprimand;
c) Susper.sion;
d� Reduction;
e Discherge.
Section 2, Suspensions, reductions and discharges will be in written
form.
Section 3, �nployees and the Union will receive copies of written reprimands
and notices of suspension and discharge.
Section 4. Discharges will be preceded by a five (5) day preliminary
suspension without pay. During said period, the employee snd�or Union may
request, and shall be entitled to a meeting with the F�►player representative Who
initiated the suspension with intent to discharge. During said five (5) day
period, the �ployer may affirm the suspension and discharge in accordance with
Civil Service Rules or may modify, or withdraw same.
Section 5. Grievances releting to this Article shall be processed in
accordance with existing Civil Service procedures, except that oral and written
reprimands shall be taken up in the grievance procedure under Article XVI.
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� ARTICLE VIII - HOURS, P!REMIUM PAY
Section 1. Hours of ESnployment-- The normal work day and the normel work
Week shell be 8 hours excluding 2 hour for lunch in any twenty-four hour period
and 40 hours in anq seven-day period. (Fbr employees on 8 shif`t basis, this
shall be construed to mean an avera�e of forty hours a week. ) The normal
work week shell consist of five consecutive normal work days,
Section 2. Call-in-Pay-- When an employee is called to work he �hall
receive two hours' pey if not put to Work. If he is called to work and com-
mences wnrk, he shall be guaranteed four streight time hours' pay, These
provisions, however, shall not be effective when work is unable to proceed
because of adverse xesther conditions.
Section ?. Overtime-- Time on the payroll in excess of the normal hours
set forth above shall be "overtime work" and shall be done only by order of
the heed of the department.
An employee shall be recompensed for work done in excess of the normal
hours by being paid on a time and one-helf of his regular hourly rate for
such overtime Work,
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ARTICLE IX - WORR COVERALIS
It is agreed thet the members of the bargeining unit shall continue to be
pro�vided with coveralls in accordance with existing practices.
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, ARTICLE X - JURY DUTY ���?i��
Any employee who is required during his regular �norking hours to appear
in court as a �uror or Fritness except es e witness in his oWn behalP egainst
the City, 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 City
Finence Director. Any employee who is scheduled to w�ork e shift, other
than the noxmal daytime shift, shall be rescheduled to work the normal
daytime shiPt during such time as he is required to appear in court as a
�uror or witness.
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, • ARTICLE XI - MILEAGE - INDEPENDENT SCHOOL DISTRICT #625
Employees of the School District under policy sdopted by the Board of
Education may be reimbursed for the use of their automobiles for school business.
To be eligible for such reimbursement, employees must receive authorization
from the District Mileage Committee utilizing one of the following plans:
PI,AN "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 furnished by the employee and
the employee's supervisor.
Another consideration for establishing the maximum amount
can be the experience of another employee working in the
seme or similar position.
Under this plan, it is necessary for the employee to keep
a record of each trip made.
PLAN "C" provides for reimbursement based on a per montY�.
lu� mp 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 en auto
allowance under this plan must report monthly the number
of days the csr was availeble during the month. A
deduction must be made from the lump sum amount for each
day the employee is on vecation. A deduction need not
be mede for an occasi�r^� ����� �+f i?1n�n^r or for holidays.
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� ` ARTICLE XII - CITY MILF,AGE
Section ]. Automobile Reimbursement Authorized - Pursuar.t to Chapter 92A of
The St. Paul Legiclative Code, as amended, pertaining to reimbursement of City
offi�er� end employees for the use of their own automobiles in the perfo�nan�e
of their duties, the following provisions are adopted,
Se�tion 2. Method of Computation - To be eligible for such reimbursement,
all officer:- and employees must receive written authorization from the Mayor.
Reimbur�ement �hall be made in accordance with one of the following plans:
Type 1. For those officers and employees who are required to use their
' own aut�mobiles occasionally for officisl City business, reimbursemer.t
at the rate of 13 cents for each mile dr.iven.
Type 2. For tho�e officers and employees who are required to use
their own automobiles on a regular besis on City business, reim-
bursement at the rate of �2.50 for eacn day of work, and in
eddition thereto at the rate of 6.5 �ents for each mile driven.
Section �. Rules and Regulations - The Mayor shall adopt rules and regulatior,s
governing the procedures for automobile reimbursement, which regulations end �-ules shall
contsin the requirement that recipients shall file daily reports indicating place
of origin and de�tination and applicable mileage ratings thereat and indicating
total miles driven, end shall file monthly affidavits stating the number of days
worked and the number of miles driven, and further required that they maintair.
aut,omobile liability insurance in amounts not less than $100,000/30Q,000 for
personal injury, and $25,000 for property damage. These rules and regulations,
together with any amendments thereto, shall be maintained on file with the City Clerk.
Se�tion L. The provisions of this Arti.cle shall not apply to employees of
Independent School Distri_ct No. 625.
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� � " ARTICLE XIII - IASURANCE
Section 1. The F�nployer will continue for the period of this Agreeaaent
to provide for �ployees such health and life insurance benefits as are
provided by F3nployer at the time of execution of this Agreement.
Section 2. The bnployer will for the period of this Agreement provide
for F�nployees who retire after the time of execution of this Agreement and
until such bnployees reach sixty-five (65) years of age such health insurance
ben�fits and life insurance benefits as are provided by the E�nployer for such
�nployees.
Section 3. In order to be eligible for the benefits under this early
retiree provision, the employee must:
1. Be receiving benefits from a public employee
retirement act at the time of retirement.
2. Have severed his relationship with the City of
St. Paul under one of the early retiree plans.
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- ARTICLE XIV = HOLIDAY'S
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8ection 1, ftolidays recognized end observed. The following days shell be
recognized and observed as paid holidays:
New Years Day Columbus Day
Presidents' Day Veterans' Day
Memorial Day 2'hanksgiving Day
Ind�pendence Day Christmas Day
Labor Day Two floating holiday
Eligible employees she21 receive pay for each of the holidsys listed above, on
which they perform no wnrk. Whenever any of the holidays listed above shall fall
on Saturday, the preceding Friday shall be observed as the holiday. Whenever
sny of the holidays listed ebove shell fall on 3unda:y,the succeeding Monday
shall be observed as the holiday.
3ection 2. The floating holidays set forth in 3ection 1 ebove may be taken
at any time during the contract year, sub�ect to the approval of the Department
Head of any employee.
Section 3, Eligibility Requirements, In order to be eligible for a holiday
with pay, an employee's name must appear on the payroll on any six working deys of
the nine working days preceding the holidey; or an employee's name must appear on
the payroll the lest Working day before the holiday and on three other working days
of the nine working days preceding the holiday. In neither case shall the holiday
be counted as s working day for the purposes of this section. It is further under-
stood that aeither temporery, emergency nor other employees not heretofore eli�ible
sha�ll receive holiday pay.
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Ay�ICLE XV - VACATION ������
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Section 1. In each calendar year, each flzl.l-time employee shall be granted
vacation according to the follawing schedule:
Years of Service Vacation Granted
I,ess than 5 years 10 days
After 5 years thru 15 years 15 days
After 15 years thru 25 years 21 days
After 25 years 22 days
Employees who work less than fl.ill-time shall be granted vacetion on a pro reta
basis.
Section 2. The head of the Department may permit an employee to carry over
into the following year up to ten days' vacation,
Section 3. The above provisions of vacation shall be sub�ect to Ordinance
No. 6446�, 3ection I, Sub. F.
Section 4. If en e�mgloyee has an eccumulation of sick leave credits in
excess of one hundred end eighty days, he may convert any part of such excess of
vacation et the rate of one-half day'a vacation for each day of sick leave credit.
The msximum number of days' vecation ellowed by the conversion of sick leave
credits shall be no more than five days in any one year so thst the maximum vacation
time Which may be taken in any one year shall be twenty-seven days including the
regular vacation period.
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' ARTICI,E 7�11 - GgIEVARCE PROCEDURES ����,��
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� ` The Employer shall reco�ize sterrards selected in eccordence with Union
rules and regulations as the grievance representative of the bargaining unit.
The Union shall notify the F�aployer in Writing of the names of the Stewards and
of their successors when so named.
It is recogni�ed and accepted by the bnployer and the Union that the pro-
cessing of grievances as hereinafter 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 responsib ilities.
The stewerd involved and a grieving employee shall suffer no loss in pay when a
grievance is processed during working hours, provided, the stewsrd and the
employee have notified and received the approvel of their supervisor to be absent
to process s grievance and thet such absence would not be detrimental to the �aork
programs of the F�uployer.
The procedure established by this Article shall be the sole and exclusive
procedure, except for the appeal of disciplinary action as provided by Article YII,
for the processing of grievences, which are defined es an elleged violetion of the
terms and conditions of this Agreement.
Grievances shall be resolved in conformance with the following procedure:
Step l. Upon the occurence of an alleged violation of this
Agreement, the employee involved shall attempt to resolve the matter
on an informel basis ari th 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 end referred to Step 2 by
the Union. 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 Union
�rithin seven (7) celendar days of the first occurrence of the event
giving rise to the grievance or within the use of reasonable diligence
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ARTICLE XV - (continued)
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- . . � should have had knowledge of the first occurrence of the event giving
rise to the grievance, shall be considered weived.
Step 2. Within seven (7) calendar days efter receiving the written
grievance a designated bnployer supervisor shall meet with the IInion
steward 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 Union within three (3) calendar days following this
meeting. The IInion msy rePer the grievance in writing to Step ? within
seven (7) calendar days following receipt of the Employer's written
answer. Any gri�vance not referred in writin� by the Union within
seven (7) calendar days follawing receipt of the Elnployer's answer shall
be considered waived.
Step 3• Within seven (7) calendar days followin� receipt of e
grievance referred fr� Step 2 a designated �aployer supervisor shall
meet with the Union Business Manager or his desigmated representative and
attempt to resolve the grievance. Within seven (7) calendar days
following this meeting the Employer shall reply in writing to the Union
stating the gnployer's ansWer concerning the grievance. If, as a result
of the written response the grievence remains unresolved, the Union may
refer the grievance to Step 4, Any grievance not referred to in writing
by the Union to Step �+ xithin seven (7) calendar days following receipt
of the E�ployer's answer� shall be considered waived.
Step 4. If the grievance r�eins unresolved, the Union may within
seven (7) calendsr days after the response of the Employer in Step 3,
by written notice to the �ployer, request arbitration of the grievance.
The arbitration proceedings shall be conducted by an arbitrator to be
selected by mutual agreement �of the nnployer and the Union within seven
(7) celendar days after notice has been given. If the parties fail to
mutually agree upon en arbitrator within the said seven (7) day period,
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ARTICLE XV - (�ontinued)
� , � � � either party may request the Public Dnployment Relation Boerd
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submit a panel of five (5) erbitrators. Both the F�nployer and
the Union shell have the right to strike two (2) names from the
panel. The Union shall strike the first (1st)nsme; the F�nployer
shall then strike one (1) na�me. The process will be repeated
and the remaining person shall be the arbitrator.
The arbitretor 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 writin� by the F�nployer and the Union
and shsll have no authority to make a decision on any other issue not so submitted.
The erbitrator shall be Without power to make decisions contrary to or inconsistent
with or modif�ing or varying in any way the applicetion 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 follo�,ring close of the hearing or the
submission of b riefs by the parties, whichever be later, unless the parties
agree to an extension. The decision shall be besed solely on the arbitr8tor.'s
interpretation or application of the express terms oP this Agreement end to the
facts of the grievance presented, The decision of the arbitrator shall be final
and binding on the E�nployer, the Union, and the employees.
The fees and e�enses for the arbitrator's services and proceedings shall
be borne equally by the F�nployer and the Union, provided that each party shall be
responsible for compensating its own representatives and witnesses, If either
party desires a verbatim record of the proceedings, it may cause such a record
to be made, providing it pays for the record.
The time limits in each step of this procedure may be extended by mutusl
agreement of the �nployer end the Union.
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ARTICLE XVII - SAVINGS CI,AUSE
This Agreement is sub�ect to the laws of the United States, the State of
Minnesota, and the City of St. Paul. In the event any provision of this
Agreement shall hold to be contrary to law by a court of competent 3urisdiction
from whose finel 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.
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ARTICLE XVIII - SEVERANCE PAY
bnployees shall be eligible for severance pay in accordsnce with
the Severance Pay Ordinance No. 11490, The amount of Severance Pay
allowed shall be that amount permitted by State Statutes subject to
the provision that the maximum amount allowed shall be $4,000.
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' ARTICLE XIX- RESIDENCE �'�����
19.1 All employees appointed after January 1, 1976, would be required to
reside in the City of Saint Paul within one year of their appointment,
and thereafter would be required to remain within the City limits as
long as they were employed by the City of Saint Paul.
19•2 This residency requirement shall apply to unclassified employees
as well as classified employees.
19.3 Applicants for positions in the City of Saint Paul will not be
required to be residents of the City of Saint Paul.
19 .�+ bnployees failing to meet the residency requirement will be subject
to termination and a hearing process shall be established to deter-
mine whether the residency requirement was met.
19 .5 The City will indemnify, defind and hold the UN�ION harmless against
any claims and all suits, order or �udgnents brought or issued against
the tTNION,its officers or employees, as a result of any action taken or
not taken pursuant to the residency requirement set forth in this
Article. This provision shall apply specifically and solely to
actions brought pursuant to the establishment of the residency
requirement. This indemnification shsll not apply to actions brought
by Machinists Lodge Local 77.
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ARTICLE 7IX - WAGE SCHEDUIE '�'�����
The wage schedule for purposes of this contract shall be Appendix A
attached hereto.
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. - ,�tTICLE XXI - DURATION AND EFFECTIVE DATE r�•�����
�
Except as herein provided this Agreement shall be effective as of the date
it is executed by the parties and shall continue in full force and effect thru
May 6, 1977, and thereafter until modified or amended by mutual agreement of the
parties. Either party desiring to amend or modify this Agreement shall notify
the other in writing so as to comply with the provisions of the Public E�nployment
Labor Relations Act of 1971.
This constitutes a tentative agreement between the parties which will be
recommended by the City Negotiator, but is subject to the approval of the
Administration of the City, the City Council and Ixdependent School District
No. 625 and is also subject to ratification by the Association.
WITNESSES:
CITY OF SAINT PAUL DISTRICT LODGE N0. 77, INTERNATIONAL
A,SSOCIATION OF MACfiINISTS AND
AEROSPAG'E WORKERS AFL-CIO
. ^ �
g � Y: .� �, �l�'"
City Nego iator siness Manager
BY: BY:
BY: BY:
Civil Service Commission
BY: BY:
Mayor
BY:
City Attorney
BY:
Independent School District
xo. 625
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�
.
.- .
APPENDIX A
The wage rates and salary ranges for classifications in this unit �"�' ,r-��
'�:-' �k�.a
C�" y
effective May 11, 1975;
HOURLY
TITLE RATE
Auto Body Repairman 7.78
Auto Mechanic 7.78
Auto Mechanic Leadman 7•9�+
Fireman-Mechanic 7.78
Machinist 7.78
Mechanic-Welder 7.78
Tire Repairman 7.42
Welder-Blacksmith 7.78
Auto Body Repairman Helper:
Starting �•37
after 6 months 4.78
after 1 year 5.20
after 2 years 5.61
after 3 years and thereafter 6.02
AFTER
STARTING 6 MONTfiS
Audio Visual Equipment Repairman 6.37 6.83
Auto Washer 4.69 5.00
Car and Truck Serviceman 5.51 5.89
Equipment Repairman 6.08 6.51
Fire Equipment Serviceman 6.08 6.51
Heavy Equipment Serviceman 6.08 6.51
Parking Meter Repairman 6.08 6.51
Traffic Signman 6.08 6.51
*tTtilityman 6.08 6.51
Utilityman I 5.51 5.89
- Al -
? C�� . r� . ��3�
� � . �;� �
• �:�������
; APPENDIX A (continued)
� , , .
�
The cost of the total package of wages and fringe benefits for the classification
of Auto Mechanic in the City of Saint Paul during the second year of this
contract shall be the same as the cost of the total cost of Wages, Holidays,
Vacation, Health and Welfare, and Pension negotiated between District I,odge #77
of the International Association of Machinists and Aerospace Workers AFL-CIO
and the 1�tor Transport Industry represented by the MidWest Elnployers Labor
Advisory Council, Incorporated for the contract year beginning July 1, 1gj6.
To determine the base rate of pay for the City Auto Mechanic, the City shall
deduct from the total package the cost of all City fringe benefits. The
remainder shall be the City's base rate.
The net increase in cents per hour in the base rate of pay for Auto Mechanics,
as computed using the above method, shall be applied to the base rates for all
titles covered by this Agreement with retroactivity to May 8, 1976.
- A2 -
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.
�8t�.��f �� �d � a,,� 3c�
�
3rd Adopted
Yeas N�y$
CHItISTENSEN
xoZ� 266520
� ��
.,,
( ROEDLER �
� SYLVESTER
I �
� TEDESCO
i
� PRESIDENT (HLJNT)